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Other companies are averting lawsuits by addressing religious needs before employees get to the litigation level. The case dragged on for years but in March, the courts ruled in favor of Dunkin' Donuts. Since he was not an employee, the "reasonable accommodation" standard didn't apply, so he sued for racial discrimination, arguing that avoiding pork was part of his Arab culture. In 2002, however, the donut chain decided all franchisees were required to carry all products, meaning the owner had to either change his policy or lose his store. For years, Dunkin' Donuts had allowed a Chicago branch owned by an Arab-American to sell everything except pork products. The Dunkin' Donuts case is a little different, as it involved a franchisee and not an employee.
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The company will also pay $215,000 to settle with employees who said they were fired because of their requests for religious accommodation, plus $150,000 for another case involving Muslims who refused to sign a form consenting to work with pork products. As Muslim prayer times shift daily based on the position of the sun, the break will move accordingly, though all employees will receive the same breaks whether they're Muslim or not.
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In the Gold'n Plump case, the company agreed to offer an extra break during each shift to accommodate its large number of Muslim employees, mostly Somali immigrants.