But if I had a choice between hiring one of these people and hiring a Muslim I would certainly never, ever choose to hire a Muslim. A tattooed, pierced, and grilled person is highly unlikely to demand that you change the way you do business to accommodate his or her beliefs. For example, Somali Muslims signed a contract with a meatpacking company that they would not have a problem working at a pork factory. Once they got the job they reneged on the agreement and complained that forcing them to sign it violated their religious beliefs. See my article 13 Things to Consider before Hiring for more examples of Muslims, once hired, refusing to do their jobs because something in the job offends them.

A weird person will not change his dressing habits on you. A Muslim woman, on the hand, will show up for job interviews without a hijab, and then when you hire her as a Hooters waitress, show up for work in a hijab - and there will be nothing you can legally do to get out of it.

Under U.S. Equal Employment Opportunity Commission rules you must reasonably accommodate employees' sincerely held religious beliefs or practices unless doing so would impose an undue hardship on you. What, she can't bring a drink order wearing a veil?

As I pointed out in my article Do Not Hire Muslims, when Title VII of the Civil Rights Act of 1964 was passed there were few Muslims living in America and we could not foresee the arrogance of Muslims who have no qualms taking jobs they cannot do. Until we change the law, Muslims will continue to demand that we change the way we do business in this country.