http://www.bostonherald.com/users/confirm/2708cca...

Love, Tala

Witches and Wiccans are often associated with Satan, which we do not even believe in- this is a Christian concept.
Our rede is "Harm none, do what thy Will" and we are a nature loving religion that follows the cycle of the seasons, and the phases of the moon. Samhain is a pagan holiday, which is where many of our Halloween customs derived from, and because the veils between the worlds are the thinnest, we honor and remember family, friends and pets who have passed on, as well as our ancestors. This is the final harvest celebration, and considered the Witches New Year, where we release things in our life that no longer serves us, and bring in the postive things we want for ourselves for the coming year.

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Just talking to a company typically doesn't work. It gets you a form letter back telling, just as in this case, that they don't support discrimination blah blah blah.

Speak with your wallet, and you'll always get more appreciable results.

And frankly, if people don't act as one to support wrongdoing against those sharing their discriminated social status, things like this will keep happening and, likely, get worse and worse. If you let these companies keep taking ground, they will not stop.

I do not take my custom to stores where I have been treated rudely or where people I know have been discriminated against. And if it is a chain, I do not shop there again. If it is because of the policy of a manager or regional manager, I complain to the company and do not take my custom there again until the matter has been resolved to my satisfaction. And that is my right because it is my money; I don't have to shop anywhere…I don't even have to have most of the items carried in stores like Bath and Body Works! They aren't necessities, by any stretch of the imagination. They are luxuries, and therefore easily excised from budget.

So before you start going on and on about how people are getting in an uproar over something you don't understand, think about it. Being decisive and acting against a firm clearly discriminatory against our social status will make other firms think twice about this same sort of action. And because of it, perhaps in future we won't have to do this sort of thing.

As for now, however, I see absolutely nothing wrong in supporting someone clearly wronged by an individual in a position of rather high authority who abused that authority and was not reprimanded by the company itself. Since the situation has exacerbated, the only adequate solution will be compensation for the worker fired due to her beliefs and a full apology to all who share those beliefs.

Until then…forget it. I always liked Lush better anyway.

Additionally, I really can't stand people such as yourself who tend to give a single positive comment to try and get people on your side, then go for the rest of the entire commentary with negative, intolerant drivel.

Learn to accept other beliefs and other ways of believing, or when those students file formal complaints about you and get you disciplined yourself for being inflexible to their religious and family needs, don't expect anyone to listen to your complaints.

According to the complaint, all of her performance appraisals were good, she had received bonuses, and she had no documented misconduct. After several years of good performance, one alleged phone call, and a termination weeks later, most likely they'll rule in favor of the complainant. There is legal precedent for this.

The plaintiff would have to come up with a strong, serious reason for termination with plenty of witnesses. Otherwise, she would have received a warning for some sort of misconduct rather than being fired. In the absence of serious employee misconduct, it will be assumed that the only reason there could be for the termination is religious discrimination.

We used to clearly document misconduct prior to termination, make sure that similar situations were handled similarly, and give people three warnings prior to a termination. Regardless of whether the phone call went exactly as stated, it was very unwise to fire that employee. If I were in charge of HR for the plaintiff, that regional manager would undergo disciplinary action for terminating a good employee – never mind the lawsuit. Good employees are considered corporate assets.