Egyptian Muslim Hotel Manager Was Not Discriminated Against After September 11th Because Of His National Origin Or Religion
The General Manager (GM) of a Dallas hotel who participated as the president of a local chapter of an American-Islamic relations group in interviews with the local news media covering topics regarding Muslims and their faith in the wake of the September 11, 2001 terrorist attacks was not discriminated against because of his religion or his national origin when his employer temporarily reassigned his hotel's sales function to a corporate team for six weeks or when it offered him a transfer to an equivalent position at another flagship hotel.
The GM also did not suffer an adverse employment action with respect to his employer's request, for security reasons, that he keep the hotel's name out of any public speeches or media interviews and was not constructively discharged when, for personal reasons, he declined the transfer offer.
Even assuming the GM established a
prima facie case of discrimination, the employer's articulated
performance-related reasons for its actions were legitimate, nondiscriminatory
and nonpretextual.
E.E.O.C. v. Omni
Hotels Management Corp.