If the EEOC prevails here, then any female who wants to make some money in this country merely has to show up to work at a place like Hooters in a hijab and ask for employment. Sure, I'm suggesting extortion here since it is highly likely that Hooters will offer her money not to apply for the job. Certainly they cannot hire a female in a hijab to serve in their establishments.

How about a Muslim man dressed just like any other person in town who applies for a job as a bartender? His only requirement is that he not handle alcohol. Can we turn down this applicant? Well, you may argue, a person who refuses to handle alcohol cannot properly do the job of serving liquor and so the religion clause portion of the Civil Rights Act should not protect them.

Should a person who cannot be seen or properly heard behind a hijab be a teacher, or salesperson? Suppose a store has six hijab-laden salesclerks. Suppose also you are shopping and talking with girl A. You go into the fitting room and come out to finish your purchases. You go up to what you think is your salesperson and say you are ready to check out. She starts ringing you up but she doesn't have all the items you asked her to hold while you were in the fitting room. You look around - all the hijabees look the same. Now what do you do?

Suppose a salesperson is rude to you? You go to the manager and you say a salesperson dressed entirely in black was rude to you. He asks you which one. You look around - all the hijabees look the same. Now what do you do?

Suppose you need help with a bra or a dress in a fitting room and you ask one of the hijabees to help you. Are you even sure it's a woman? Suppose it's a man - how can you be sure?

Suppose a Muslim applies for a job at a butcher shop and can do 90% of the job but not touch pork. Can the shop owner turn him down?

Would any sane person want to shop at a store where the women (or so they say) are covered from head to toe and all you can see is a slit?

How can you tell a hijab-wearing bank teller from a stranger who just shows up in a hijab and pretends to be a bank worker? Can you ask that person to remove her head covering before coming to work?

Should hijab-wearing females be allowed to be police officers?

What clothing retailer would want to hire a hijab-wearing Muslim woman who cannot sport the latest fashions and entice customers to buy them?

What Health and Fitness gym would want to hire someone whose body can't be seen at all?

It's time Americans made an exception to the religion portion about hiring people if they are not suited to the job. If the job requires women with big boobs, that's the business of the store owner not the EOCC. If the job requires something that is forbidden to Muslims, that is a Muslim problem, not the employer's or the EOCC. If a Muslim woman is forbidden from wearing accepted civilian clothes then that is her problem - not the employer's or the EOCC.

Muslims are learning that they can exploit our laws, which are meant for civilized people, to their benefit. In time, we will have millions of Muslims being paid money not to apply for jobs which they are religiously unsuited for.

Notes

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Tulsa World News, Teen at center of rights suit

A popular national chain of clothing stores is being sued by the U.S. Equal Employment Opportunity Commission for allegedly not hiring a Muslim Tulsa teenager because she wears a hijab, a religiously mandated head scarf.

The EEOC filed the lawsuit Wednesday against Abercrombie & Fitch in U.S. District Court in Tulsa, citing the Civil Rights Act of 1964, modified in 1991, as the basis for the action.

The suit says that Samantha Elauf, 17, applied in June 2008 for a sales job at the Abercrombie Kids store in Woodland Hills Mall.

A district manager allegedly told her that the hijab, which Elauf wears in observance of her religious beliefs, did not fit the store's image.

"Defendant refused to hire Ms. Elauf because she wears a hijab, claiming that the wearing of headgear was prohibited by its Look Policy, and, further, failed to accommodate her religious beliefs by making an exception to the Look Policy," the lawsuit states.

Elauf went to the Council on American-Islamic Relations-Oklahoma, which helped her file a complaint with the EEOC in Oklahoma City.

The Civil Rights Act protects people from discrimination based upon religion in hiring and in the terms of their employment, an EEOC press release says.

The law requires employers to reasonably accommodate the religious practices of an employee unless doing so would create an "undue hardship" for the employer.

Michelle M. Robertson, a senior trial attorney for the EEOC, stated, "It is unlawful for employers to treat applicants or workers differently based on their religious beliefs or practices in any aspect of employment, including recruitment, hiring and job assignments."