Some achievements of the American labor movement include: stopping child labor, safer working conditions, and providing aid to injured workers. Should we add special prayer breaks for Muslims to the list? Some think so.

The Minnesota chapter of CAIR is taking action and filing a complaint with the U.S. Equal Employment Opportunity Commission (EEOC) for the termination of 21 employees (Muslim) of AmesburyTruth and Doherty Staffing Solutions in May and June of 2015. According to CAIR: “The employees were told that if they could not comply with the plant’s break schedule or could not wait until their shifts were over to pray, they could not continue working.” Furthermore, Amarita Singh, Civil Rights Director of CAIR-MN, appealed to the Muslim’s ‘religious liberty’ rights. “It is the constitutional right of these employees to have their religious practices accommodated, and companies need to start adapting their workplace policies accordingly,” Singh said.

However, Singh left out an important part of the equation, which deals with causing “undue hardship to the employer.” The EEOC website lists a number of different situations when “an employer does not have to accommodate an employee’s religious beliefs or practices” because of “undue hardship to the employer.”

An accommodation may cause undue hardship if it is costly, compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to do more than their share of potentially hazardous or burdensome work.

In manufacturing plants such as AmesburyTruth it is easy to see how some accommodations which give certain employees more breaks than others could lead to “undue hardship.” Not only is it unfair to the other workers not receiving concessions, but the extra breaks could negatively affect workflow, especially during times of increased production.

These types of cases involving Muslim religious accommodations in the workplace are not new. For instance, there was a similar case with Cargill, a large beef producer, when some Muslim employees felt they were being denied breaks for prayer (CAIR-MN was also involved in the case).

These cases typically are not about ‘reasonable accommodations’ or ‘religious liberty,’ there is something more intentional and devious going on. Islamist groups like CAIR are leading the charge behind these complaints. CAIR, a Muslim Brotherhood front group, disguises itself as a legitimate civil rights organization, but CAIR is far from that description. They could not care less about religious liberty or freedom of speech rights, they only care about seeing the implementation of Sharia.

CAIR is targeting the workplace as another opportunity to sink its tentacles into America’s institutions. It’s time for the media and public to expose them for what that really are, Islamists.