Looks Like The USA Has A Stronger ‘Cluck’ Then Allah Does!

TYSON FOODS ELIMINATES LABOR DAY IN FAVOR OF MUSLIM Holiday, I did a little research on this and found out the Tyson Foods is Reinstating Labor Day just 4 days after the below became public knowledge. shera~

TYSON FOODS ELIMINATES LABOR DAY IN FAVOR OF MUSLIM Holiday.   CONSIDER WHAT MAY HAPPEN IF YOU DO NOT BUY ANY FOOD PRODUCTS FROM TYSON….    TYSON FOODS ELIMINATES LABOR DAY IN FAVOR OF MUSLIM HOLIDAY

Tyson Food in Shelbyville, Tennessee has eliminated Labor Day as a paid holiday in favor of the last day of Ramadan because they have 700 Muslim employees.

The fact that they have almost that many non-muslim employees is beside the point apparently! I will NO longer purchase any Tyson products. It’s just one more little chunk of America that’s been bitten off. If you wish to join me, then let your e-mail friends know this. If we don’t stand up for something we will fall for anything. All it takes for “evil to triumph” is for GOOD men/women to do nothing.   Let’s see how many paid holidays you can afford if 300 million Americans don’t eat your chicken!!!  thank you Rowana

Tyson Foods reinstates Labor Day holiday

By Michelle Malkin • August 8, 2008 11:10 AM
Tyson Foods reinstates Labor Day holiday

By Michelle Malkin • August 8, 2008 11:10 AM
Well, isn’t that interesting. Four days ago, I linked to the Shelbyville, Tennessee Times-Gazette’s report on the decision by the local union at Tyson Foods to replacethe paid Labor Day holiday with the Muslim holiday of Eid al-Fitr.
New development: The Labor Day holiday has apparently been reinstated.
Here’s an e-mail from Tyson:
From: TysonResponse@tyson.com
Subject: Tyson Foods Shelbyville Plant – New Statement
Date: Fri, 8 Aug 2008 09:15:37 -0500
————————————————————————————————-
Labor Day Reinstated as Paid Holiday at Shelbyville, TN, Plant
Tyson Foods Requested Change from Union
————————————————————————————————-
Springdale, Arkansas – August 8, 2008 – Tyson Foods, Inc. announced today it has reached a new agreement with the Retail, Wholesale and Department Store Union (RWDSU), an American union, reinstating Labor Day as one of the designated paid holidays under the contract for covered employees in the Shelbyville, Tennessee, plant.
Tyson made this request on behalf of its Shelbyville plant employees, some of whom had expressed concern about the new contract provisions relative to paid holidays. In an effort to be responsive, Tyson asked the union to reopen the contract to address the holiday issue, and the union agreed to do so. The union membership voted overwhelmingly Thursday to reinstate Labor Day as one of the plant’s paid holidays, while keeping Eid al-Fitr as an additional paid holiday for this year only. This means that in 2008 only, Shelbyville employees will have nine paid holidays.
For the remainder of the five-year contract period, the eight paid holidays will include: New Year’s Day, Martin Luther King Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day and a Personal Holiday, which could either be the employee’s birthday, Eid al-Fitr or another day requested and approved by their supervisor.

A Tyson Foods Inc. chicken-processing plant in Tennessee this year agreed to let its work force claim holiday pay for Eid al-Fitr, which marks the end of the Muslim holy month of Ramadan, instead of Labor Day. Non-Muslims protested that the policy was un-American. Tyson managers reinstated Labor Day and switched a paid birthday to a personal day that could be used for religious observances.

The EEOC last month intervened on the side of Muslim workers at Minnesota chicken processor Gold’n Plump Poultry Inc. The processor has now tentatively agreed to give workers two breaks per shift instead of one, making it easier for them to pray at appropriate times.

Employers are supposed to try to accommodate workers’ religious requests that don’t pose an “undue hardship” on operations. But employers and lawyers say getting that balance right is tricky.

In August, a federal judge in Nevada ruled that the Las Vegas police department must allow an orthodox Jewish officer to wear a beard, but not a yarmulke. The judge noted that the city permits employees to wear beards for medical reasons, but it prohibits all officers from wearing headgear.

The EEOC in July issued new guidelines that attempted to clarify matters by citing legal rulings. These distinctions, too, are tricky. For example, the guidelines cite cases involving tattoos and piercing. In one, a restaurant was prohibited from ordering an employee to cover religious tattoos; in the other, a retailer was allowed to bar facial piercing.

Doug Schult, JBS’s head of employee and labor relations, says the new guidelines haven’t helped. Mr. Schult says he has been wrestling with the prayer issue since last year. “We spent months trying to figure it out,” he says. “It’s frustrating for a lot of people that we haven’t been able to solve this.”

The tensions at the JBS plant in Grand Island, Neb., started in 2006, after government raids removed around 400 undocumented Latino workers. In their place, the plant hired hundreds of Somali refugees who had been resettled in places like Minnesota and Ohio. Most were Muslim, and few spoke English.

The new workers soon clashed with management over praying at sunset, which falls in the middle of the plant’s second shift. Up to a quarter of the 1,200 workers on that shift were Muslim, Mr. Schult estimates.more