That is an odd thing for a soldier, supposedly in Afghanistan, to say about a free country.
I'm arguing that employers should make reasonable accommodation for religious practices, and you think this is unusual for a US soldier to say?
You understand your primary role is to protect the rights of the people, yes?
Interesting that you mention that, because I use a gun while performing that roll and private business owners don't want me carrying a gun, either. I can sport a loaded belt-fed weapon everywhere I go but the shower for an entire year, but as soon as I'm in your precious little hut oh noes I'm a hazard!
What a total load of bull****! If anything, I should be given some kind of special license to own and carry any kind of fully automatic weapon since I actually have documented structured training and experience with them.
News-flash: If I had criminal intent I wouldn't need to enter your business at all because your office is within effective range of my AR if not my SpringfieldXD. Your cute little policy won't save you from a damn thing.
Explain to me why I as an employer, must allow every backwards-ass religion to set the standards for my private business or go elsewhere. That is probably the most un-American, anti-liberty statement a person could make.
Certainly:
If you fire an
employee just because they have brown eyes, is a woman, or is a Muslim, they are going to win a wrongful-termination claim against you and draw unemployment off of you:
Wrongful Termination of At Will Employment
The Civil Rights Act in 1964 extended anti-discrimination protections to employees, whose employment could no longer be terminated for reasons such as their race, gender, skin color, religion, or national origin. Additional legal protections now exist to deter certain forms of age discrimination. Following the creation of these anti-discrimination laws, it became possible for employees to argue that their terminations were "pretextual" - that is, although their employers were citing lawful reasons to terminate their employment, their employers were actually motivated by unlawful discriminatory motives.
~snip~
Some states will permit an "at will" employee to bring a lawsuit on the basis that the employer violated an implied covenant of "good faith and fair dealing" in association with the termination decision. In such states, even with an at-will employee, the employer must extend some degree of fairness in the decision to terminate employment.
******
If you remove a
customer just because they have brown eyes, is a woman, or is a Muslim, you will be cited by the State for braking Public Accommodation codes.
For example:
South Dakota Code 20-13-23
20-13-23. Public accommodations--Unfair or discriminatory practices. It shall be an unfair or discriminatory practice for any person engaged in the provision of public accommodations because of race, color, creed, religion, sex, ancestry, disability, or national origin, to fail or refuse to provide to any person access to the use of and benefit from the services and facilities of such public accommodations; or to accord adverse, unlawful, or unequal treatment to any person with respect to the availability of such services and facilities, the price or other consideration therefor, the scope and equality thereof, or the terms and conditions under which the same are made available, including terms and conditions relating to credit, payment, warranties, delivery, installation, and repair.
When you open your business to the public, you
have to conduct 'fair and equal treatment' to each person who
voluntarily walks through your door. You
cannot deny access to your business just because a customer is one of these protected classes. You
cannot refuse to sell to a customer just because the customer belongs to one of these classes.