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A letter dated 23 December 1961, granting someone from the community, after his abilities to read the Qur'ān were tested at an examination, the responsibility of the mu'adhdhin (the one who recites the call to prayer). 

The Court denied defendant Deloitte Consulting’s summary judgment motion, contesting plaintiff Zakaria Memon’s Title VII discrimination claim against the company. The plaintiff alleged that he was given fewer assignments and ultimately fired because his religiously-mandated prayer schedule interfered with his workday and allegedly made clients uncomfortable. The defendant argued that the plaintiff was fired due to poor work performance. The Court found that the prima facie case of discrimination was strong enough to survive the motion for summary judgment, and a status and scheduling conference was set for April 2011.

The Plaintiff, the Equal Employment Opportunity Commission, represented a number of Somali Muslims working at a JBS-owned beef plant in Grand Island, Nebraska. The Plaintiff filed a Title VII discrimination claim against the Respondent-employer, alleging that the Respondent failed to provide Muslim employees with time to pray during sunset and also denied them prayer breaks during Ramadan. The District Court ultimately agreed with the Respondent-employer, deciding that the Muslim workers did not face undue discrimination because the accommodation of their prayer breaks would cause "undue hardship" to the employer because it would lead to unsafe meat curating practices and other dangers to the non-Muslim employees at the plant.

A Somali Muslim bus driver for American University sued his former employer and supervisor under Title VII, alleging discrimination based on religion and national origin as well as retaliation for asking for reasonable religious accommodation. Specifically, the plaintiff claimed that he was frequently denied the chance to attend Muslim Friday prayer services and that his supervisors made several derogatory comments regarding Muslims. He further argued that he was ultimately terminated because of his religion and in retaliation for filing a complaint regarding a lack of reasonable religious accommodation (in the form of a schedule that accommodated his weekly prayer services). The Court found that the plaintiff had established a prima facie case and that there was enough evidence for a jury to conclude that the University’s reason for firing the plaintiff was a pretext for actual discrimination. However, the Court dismissed the retaliation claim, as the plaintiff did not present any evidence to support it.

Plaintiff Joey Kenneth Priddy, a Virginia inmate, filed this civil rights action alleging that the Respondents, various prison officials at Bland Correctional Center, violated his constitutional rights by allowing Muslim inmates to conduct prayer groups in common areas of the prison facility. The Plaintiff sought preliminary and permanent injunctive relief. The District Court dismissed the Plaintiff’s complaint, determining that the challenged prison practices did not deprive the Plaintiff of his constitutional rights. The District Court found that there was no violation of the Establishment Clause, because the prison officials allowed Muslim inmates to conduct informal prayer groups in common areas, but that this opportunity is equally open to any inmate of any other religious persuasion. Therefore, the accommodation of Muslim inmates’ beliefs did not constitute an improper endorsement of Islam over other religions.

Plaintiff Tarick Ali sued his former employer under Title VII and the D.C. Human Rights Act, claiming he was discriminated against on the basis of his religion. As an EMT and firefighter for the District of Columbia, Ali alleged that the District subjected him to disparate treatment and a hostile work environment after he filed a complaint about his supervisor’s lack of accommodation of his prayer schedule. He alleged that, on several occasions, his direct supervisor told him that he must choose between his religion and job, publicly mocked him when he returned from prayer, and ridiculed him for filing an internal complaint regarding the alleged discrimination. The Court denied the defendant government’s motion for summary judgment, concluding that the evidence presented could allow a jury to find that the plaintiff was treated adversely because of his religion and was subjected to a hostile work environment on that basis.

The Court affirmed a decision by the U.S. District Court for the Western District of Wisconsin, granting summary judgment in favor of the plaintiff, Jerry Charles, who alleged a violation of his rights under the Religious Land Use and Institutionalized Persons Act (RLUIPA) to practice his religion. Specifically, the plaintiff requested accommodations that would allow him to have prayer oil, which he contended was a necessary part of his religious practice. The Department of Corrections challenged RLUIPA as unconstitutional, but the Court upheld the constitutionality of the statute.

A group of Muslim employees sued their employer, Celestica Corporation, a manufacturing company, and Adecco USA, Inc., a temporary employment agency, under Title VII and the Minnesota Human Rights Act. The plaintiffs alleged discrimination on the basis of religion, and also claimed that the defendants refused to reasonably accommodate their religiously-mandated prayer schedule despite repeated requests. The defendants argued that they offered the plaintiffs options to accommodate their prayer schedule, including changing shifts. The Court, however, found that there was enough evidence to allow a jury to conclude the defendants did not reasonably accommodate the religion of the plaintiffs; it thus denied the defendants’ motion for summary judgment.

Plaintiff John Walker Lindh, a convicted "American Taliban," challenged prison policies that allowed for individual prayer in cells, but banned group congregation for prayer due to "security concerns." The Plaintiff sued the warden of the Federal Correctional Institution of Terre Haute, Indiana, alleging violations of the Religious Freedom Restoration Act. The District Court found that the Plaintiff did have sincerely held religious beliefs, and therefore turned its inquiry to whether the ban on group prayer furthers the compelling interest of security and is the least restrictive means of furthering that compelling governmental interest. The District Court ultimately determined that the warden-Respondent failed to establish that the total ban on daily congregational prayer by the Plaintiff was the least restrictive means of meeting the warden's security concerns.

The plaintiff, Dominic Ali, a Muslim inmate at the Northern New Hampshire Correctional Facility, sued several prison officials for allegedly violating his rights under the First and Fourteenth Amendments, the Religious Land Use and Institutionalized Persons Act (RLUIPA), and the state's constitution. The plaintiff alleged that the prison failed to provide jumu'a (Friday prayer) services for Muslim inmates, failed to ensure that he was provided with healthy food during Ramadan (the Islamic month of fasting), and denied him the ability to observe Ramadan by removing his name from the prison's internal Ramadan fasting list. The defendants filed a motion for summary judgment, arguing that the plaintiff's claims should be dismissed because he did not exhaust his administrative remedies before bringing suit. The Court agreed: it found that the plaintiff had not brought his grievances to the attention of the prison's commissioner, and therefore granted the defendants' motion.

The plaintiff, Michael Mootry, sued prison officials for implementing a policy that he claimed constituted a violation of his First Amendment rights. The policy banned inmate ministers from leading religious services without the direct supervision of a hired chaplain or volunteer. As a result of this policy, for two years, Muslim inmates were not accommodated with a hired chaplain to supervise jumu'a (Friday prayer) services. The Court denied the defendants' motion to dismiss because it found that the defendants knew about the plaintiff being prevented from participating in the prayer services, that this was an ongoing issue, and that they did nothing to correct the situation.

Plaintiff Dorian Davis challenged the Kern Valley State Prison policy that prohibited Muslim prisoners from purchasing and possessing prayer oils in their cells. The prison officials, however, claimed that a compelling governmental interest made their policy the least restrictive means of ensuring prison safety. The District Court agreed with them, determining that the prison did not violate the plaintiff's First Amendment rights because the Muslim chaplain had previously provided contraband to prisoners; in addition, it found that RLUIPA rights were not violated because the prison had to cancel Friday prayer services until another Muslim chaplain could be hired.

Plaintiff Skwikar Abdelkader alleged a Title VII violation against her former employer, Sears, for failing to accommodate her religion (Islam). The plaintiff alleged that Sears failed to accommodate her religious beliefs by asking her for work on Fridays (the day of communal Muslim prayer services) and on Muslim holidays; she also alleged that the company retaliated against her after she reported the alleged discrimination internally to the Human Resources department. The defendant responded that they neither forced her to work those days nor punished her for refusing to do so; it further noted that she was fired because she violated company policy by allowing a cashier to use her management discount card without the direct supervision required. The Court concluded that the plaintiff failed to present a prima facie case of discrimination or retaliation, finding that the company equally punished non-Muslims for misuse of the discount card. On that basis, the Court held that no disparate treatment occurred and therefore granted the defendant’s motion for summary judgment.

The plaintiff, Sefidkar Janali, a Shi'a Muslim, claimed that he should be allowed to attend a worship service apart from Sunni Muslims. The plaintiff alleged that the prison violated his First Amendment rights and RLUIPA because Muslims are not allowed different worship times, while other denominations have separate times. The plaintiff also alleged that he should be provided a ḥalāl diet (upon entering the prison, he was given the choice of a regular meal, vegetarian meal, or Jewish Kosher meals). The District Court found that the prison officials did not violate the plaintiff's First Amendment or RLUIPA rights because there were legitimate security and administrative concerns with offering separate Shi'a and Sunni services. The District Court similarly found that the meal options provided for Muslim inmates was adequate because they were lawful options for Muslims. The District Court therefore granted summary judgment for the respondents.

Faris Matiyn, an inmate at the Attica prison, mounted a § 1983 claim against the commissioner of the New York State Department of Corrections and prison superintendent Walter Kelly. The plaintiff alleged that the prison violated his First Amendment free exercise right by not allowing Sunnī and Shīʿī Muslims—the two major Muslim denominations—to have separate worship services. The Court granted summary judgment in favor of the defendant, concluding that the plaintiff did not speak for the majority of the Sunnī Muslim community and that keeping the two groups together satisfied legitimate penological objectives, such as maintaining a safe prison environment. 

The Plaintiff, Christopher B. Scott, brought suit against Dekalb County prison officials. The Plaintiff claimed that the Respondents violated his First Amendment constitutional rights by 1) not providing a Muslim chaplain; 2) not allowing Muslim prisoners to wear a kufi; 3) failing to provide a secure and private place to pray five times a day; and 4) not providing a special meal at the end of Ramadan. The Respondents sought summary judgment on the issue of exhaustion, claiming that the plaintiff had not exhausted the administrative remedies necessary to bring suit. The Magistrate Court recommended that the Respondents' motion for summary judgment be granted on the Plaintiff's claims concerning the wearing of a kufi and concerning the celebration of an end-of-Ramadan meal. Summary judgment for all other claims was denied.

Plaintiff James McRoy claimed that prison officials violated his First Amendment free exercise rights by cancelling some of the scheduled Muslim prayer services without notice, limiting the number of services that Muslim inmates could attend each week, limiting the number of Muslim inmates who could attend each service at any given time, subjecting Muslim inmates to strip searches before they could leave their cells to attend services, prohibiting imams from bringing religious publications onto the prison’s premises, and prohibiting Muslim inmates from exclusively living together in one of the prison’s living units. The prison officials, however, claimed that their actions resulted from a lack of volunteers to organize services and the need to curtail inmate movement on some days because of heightened security concerns. The Court held that McRoy did not sufficiently demonstrate that a jury could conclude that he had been subjected to a violation of his rights. It thus entered summary judgment in favor of the defendants.

The plaintiffs, a group of inmates held at the Massachusetts Correctional Institute in Concord, filed suit against Massachusetts prison officials for alleged violations of their rights under the First and Fourteenth Amendments and the Religious Land Use and Institutionalized Persons Act (RLUIPA). The plaintiffs alleged that the prison officials violated these rights by refusing to provide separate accommodations for adherents of the Nation of Islam, whose practices (according to one of the plaintiffs) are "distinctly different" from those of Sunnī Islam. The magistrate judge recommended that the defendants' motion to dismiss be allowed because the plaintiffs had not yet exhausted their administrative remedies within the prison system.

Fatwā concerning the legality, based on their interpretation of Islamic law, of fulfilling the Friday prayer (Jumuʿa) at home, instead of at a mosque (masjid) or public prayer venue. The answer provided by the Mufti of Australia and The Australian Fatwa Council, dated 18 March 2020, is that their interpretation of Islamic law permits for a Muslim, in the event of a pandemic that threatens one’s life, such as COVID-19, which is spread through close social interaction, to not have to attend the daily congregational prayers and Friday prayer.

This is a reference to a report by Jaʿfar al-Ṣādiq that indicates the importance of performing each daily prayer in its respective best time. Hossein Modarressi cites this reference to show that, although al-Ṣāḍiq and his father al-Bāqir endorsed the practice of the Prophet that permitted combining prayers (outside of special circumstances), they also emphasized the importance of performing each prayer separately during its time. This is another example of differing legal practices between the Shīʿa and other Muslims.

This source is part of the Online Companion to Hossein Modarressi, Text and Interpretation: Imam Jaʿfar al-Ṣādiq and His Legacy in Islamic Law (Harvard University Press, 2022).