Illinois: Two Muslim truck drivers awarded $240,000 for refusing to deliver alcohol

By Pamela Geller
This is exactly the pattern that I meticulously document in my must read primer, Stop the Islamization of America.

Anywhere Western mores and Islamic mores conflict, it is American mores that must give way. Islamic supremacism in  action.

Two Muslims had refused to deliver alcohol for their employer, saying it was against their religious values as practicing Muslims. They were rightly fired.

Obama’s EEOC sued Star Transport for rightfully terminating two Muslims who refused to do their job. They refuse to transport their cargo, which was alcohol. If these Muslim truck drivers don’t want to deliver alcohol, then they shouldn’t have taken a job in which part of their duties would be to deliver alcohol. It’s that simple.

Going up against the US government is an enormous undertaking. Star Transport lost, but it is unlikely they will pay. They are bankrupt now.

But no, Islamic supremacists chip, chip, chip away at the establishment clause, and in doing so, impose Islam on the secular marketplace. It’s all of a piece. Muslim lawsuits against Hertz, Wal-Mart, Target, Disney and a host of other American businesses for special rights, special accommodation have been largely successful creating a special rights for a special class of people — which is an accordance with Islam (in which Muslims are superior to the kuffar). But it goes against every American tenet of individual rights and separation of mosque and state. Someone ought to remind the EEOC that their name is Equal Employment Opportunity Commission. Equal as in no special rights for any particular class.

Consider the contrast: Catholics in the Obama regime have no right to refuse to provide abortions at Catholic hospitals. No accommodation for that religious belief. Only Islam gets accommodation from Barack Obama.

The Judge, U.S. District Judge James E. Shadid, was appointed by Barack Obama. Need I say more?

Demands for accommodation result in ….more demands. Take for example, the Heinz company. Heinz has bent over backwards to accommodate these Muslim workers: they have prayer rooms, prayer times, etc. They just don’t want them leaving work to pray outside of scheduled break times. Mind you, they could easily pray before or after work, but no. This imposes Islam on everyone else. Now Muslim workers are suing Heinz, demanding to be allowed to say prayers in the workplace at the time of day specified by their religion.

And Hertz. Hertz has been exceedingly generous to their Muslim workers. And the Muslim response has been this endless war of litigation and attrition. Hertz provided prayer rooms, rugs and prayer break times. Not good enough. Back in 2011, I reported that Hertz had was forced to suspend 35 Muslim workers because they were abusing their extra special “prayer break times” and refusing to clock out when praying. There was no way of knowing when their Muslim workers returned from their lengthy prayer breaks — five times a day. Muslim workers officially filed a lawsuit against the Hertz rental car company. –

You’ll notice, big companies are always targeted.  Hertz, Heinz, Target, Wal-Mart, Disney, etc. Why? To set precedents.

Related: “Why Would a Devout Muslim Want to Work at Abercrombie and Fitch”?
—Muslim Costco employee refuses to touch pork; sues after getting transferred to different department
—Litigation Jihad: Muslim Workers Sue Hertz Again, This Time for “Islamofauxbia”
–New Mexico Muslima Sues Planet Fitness for Headgear Safety Rules
—Boston Children’s Hospital Sued by Muslima over Non-Halal Flu Shot
—Sharia Lawfare: Hate Group Hamas-CAIR Goes After DHL
—Cabbie throws Gay couple out of the cab on expressway for kissing
—Workplace jihad: Muslima sues Disney over hijab
—Mosqueing the Workplace: Muslim sues bottling company over prayer time
—Mosqueing the Workplace: 130 Muslim Workers Walk Off Job at Tyson Meat Plant Demanding Prayer Time
—Enforcing Sharia in USA: ICE Enforcement Official Fired for Blasphemy Under Islamic Law
—Cargill Meatpacking Plant strives to Accommodate Muslim Workforce, Prayer Rooms, Prayer Rugs Not Enough
—Minnesota: Muslim workers going to EEOC to force more accommodations from H.J. Heinz Co
–-Oklahoma Police Captain Sues Police Department over Forced Mosque Attendance

“$240,000 Awarded in Religious Discrimination Suit,” HDT Trucking Info, October 23, 2015

A federal court awarded $240,000 to two former drivers, Somalian-American Muslims whose religious beliefs were violated by an Illinois trucking company.

According to the Peoria Journal Star, Morton, Ill.-based Star Transport Inc. was sued in 2013 by the U.S. Equal Employment Opportunity Commission. The men, Mahad Abass Mohamed (formerly known as Mahad Aden) and Abdikarim Hassan Bulshale (formerly known as Abdikarim Ismail), had refused to deliver alcohol for the carrier, saying it was against their religious values as practicing Muslims. They were fired.

Failure to accommodate the religious beliefs of employees, when this can be done without undue hardship, violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of religion.

The EEOC said its investigation before filing the suit revealed that Star could have readily avoided assigning these employees to alcohol delivery without any undue hardship, “but chose to force the issue despite the employees’ Islamic religion.”

Judge James E. Shadid, the chief judge of the U.S. District Court for the Central District of Illinois, found in favor of EEOC after Star Transport admitted liability in March 2015. The resulting trial was to determine compensatory and punitive damages and back pay. The jury awarded Mahad Abass Mohamed and Abdkiarim Hassan Bulshale $20,000 each in compensatory damages and $100,000 each in punitive damages. Judge Shadid awarded each approximately $1,500 in back pay.

“This is an awesome outcome. Star Transport failed to provide any discrimination training to its human resources personnel, which led to catastrophic results for these employees,” said one of the EEOC’s attorneys, June Calhoun, in a statement.

The Journal Star reported that in 2009, the personnel manager and the human resources manager at the carrier didn’t have any formalized training from Star on how to deal with civil and religious rights. One of the administrators hadn’t heard of Title VII of the Civil Rights Act, which bars such discrimination, according to the court file.

However, it is unclear whether the two men actually will receive any money, the paper notes. Star Transport went out of business earlier this year.