While working for a large security company, SafetyFirst, this was the choice that Khalid* felt he had to make: either he could keep his beard or his job, but not both.

On his first day of training with SafetyFirst, Khalid approached a human resources representative about his need for religious accommodations. Khalid was told that the company where he would be stationed, Computing Solutions, allowed mustaches only, not beards. Fearful for his job security, Khalid decided to shave his beard. When Khalid arrived to work with even a slight beard, the managers of Computing Solutions would pull him aside and chastise him for looking unprofessional.

Discouraged and frustrated, Khalid contacted CAIR-Washington for help. After completing the detailed intake interview over the phone with CAIR-WA Civil Rights Intern Anum Ahmed, Khalid signed a confidentiality waiver authorizing CAIR-WA to send a complaint letter to SafetyFirst on his behalf.

On February 27, 2012, CAIR-WA sent a complaint letter to SafetyFirst detailing Khalid’s complaints and explaining the religious significance of wearing a beard for some Muslim men. As is common for CAIR-WA’s letters, there was also a list of requests from the company. The requests were written as follows:

1. Grant Khalid’s request for religious accommodation by allowing him to wear his religiously mandated beard;
2. Clarify the religious accommodation policies of SafetyFirst to insure that they are consistent with Title VII of the Civil Rights Act of 1964, and educate all employees on this policy;
3. Clarify the religious accommodation policies in the contract between SafetyFirst and Computing Solutions for contracted security personnel;
4. Provide documentation of any and all policies addressed in the above requests and any changes made to these policies as a result of our request.

Less than two weeks after sending the letter to SafetyFirst, CAIR-WA Civil Rights Coordinator Jennifer Gist received a call from the regional Vice President of Human Resources with SafetyFirst. According to the representative, SafetyFirst’s policies state that they would “prefer to have” clean shaven employees but they do not require it and that SafetyFirst’s employees are trained to treat employees on a case-by-case basis if they request accommodations that deter from the policy. The representative stated that SafetyFirst had been accommodating Khalid’s prayer schedule and if they had known of his need for religious accommodations for a beard, they would have provided those accommodations. The representative stated that Khalid had left work after sustaining a non-work related injury and indicated that he was welcome to resume his employment with SafetyFirst at any time.

In response, CAIR-WA indicated that Khalid did request religious accommodations for his beard and for prayer from a human resources representative on his date of hire, and Khalid had been told that he would be stationed at Computing Solutions which only allows mustaches. Further, CAIR-WA requested written clarification of the religious accommodation policies at SafetyFirst and written assurance that Khalid’s beard would be accommodated during his employment with SafetyFirst.

The SafetyFirst representative responded via e-mail stating that SafetyFirst “authorizes Khalid to wear a beard for religious reasons” and that SafetyFirst “would very much like Khalid to contact us so that we can put him back to work.”

Less than a month after CAIR-WA’s letter had been sent to the company, Khalid was back at work with SafetyFirst and wearing his full beard. CAIR-WA continues to check in with Khalid weekly to ensure that the accommodations are still being provided and considers Khalid’s case another successful example of CAIR-WA’s work defending the civil rights of American Muslims. At the same time, CAIR-WA continues to work with SafetyFirst to ensure that there are provisions for religious accommodations written into the company policy and that the staff is trained on these provisions. This ensures that future Muslim employees will not encounter the same problems.

You should never have to choose between your job and your beard, your hijab, or other religious practices. If you or someone you know is not being provided with adequate religious accommodations at work, please:

1. Contact CAIR-WA at 206.367.4081 or This email address is being protected from spambots. You need JavaScript enabled to view it.
2. Submit a written request for religious accommodations to your supervisor and Human Resources department with an explanation that they are obligatory practices according to your religious beliefs (CAIR-WA can draft and send this letter for you as well!)
3. Keep documentation of all conversations, e-mails, and phone calls regarding your request
4. Keep a record of the instances in which you have been denied religious accommodations and the impact it has had on you
5. Contact CAIR-WA! We can help. Our civil rights services are provided at no cost to our clients.

*The names of the individual, employer, and site have been changed to protect “Khalid’s” privacy.

Also see:
• Letter sent by CAIR-WA to Khalid’s employer (pdf)
• CAIR-WA’s “Know Your Rights” page
• CAIR-WA’s “Report Discrimination” page
• Support CAIR-WA’s work with a monthly gift