When a humanitarian tragedy disappears from our newspapers, there are two possibilities: that the crisis is over and life for survivors is gradually returning to normal — or that the human toll has become so routine as to no longer be considered newsworthy.Sadly, the deaths of migrants from North Africa and the Middle East as they attempt to cross the Mediterranean to seek a new life in Europe fall into the latter category.This month Sweden's democracy minister, Alice Bah Kuhnke, told Swedish TV that gender-segregated swimming hours – as the system is often referred to – are problematic and called mixed-gender swimming “a victory after many years and generations of gender-equality struggle.”In Malmö, Iva Parizkova Ryggeståhl and her fellow members of the local International Women's Association have spent a great deal of time talking about gender-separated swimming.
Some may have begun their journey escaping wars in Syria, Somalia or elsewhere, but by the time they board their boats on the southern Mediterranean coast, most have already arrived in safe countries.
“The trend could reflect a rise in Islamophobia in the workplace or an increased willingness on the part of Muslims to report discrimination — or both,” according to one observer.
Muslim employees seeking accommodations to wear hajibs, to set aside time or space for daily prayer, or to perform ablutions before prayers; or, in meatpacking plants, to abstain from handling pork, often meet with antagonism from employers and co-workers. We will briefly examine the post-9/11 history of workplace accommodations of Islamic religious customs., or headscarf, is for many Muslim females a visible expression of their faith, piety or modesty, and represents a tangible manifestation of their religious identity.
Over the years the company had routinely accommodated her wish to wear a while working at the front counter and was terminated. The court, holding that the company had a duty to accommodate plaintiff’s religious practice and could not rely on perceived customer preferences to establish that accommodating plaintiff would cause it undue hardship, granted summary judgment against the employer. The general information contained herein is intended for informational purposes only.
after she was hired, and told management that she eventually planned to wear a full headpiece, with only her eyes showing. It is not intended to be, and should not be construed as, legal advice or legal opinion on any specific facts or circumstances.