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coming to work for petitioner. Petitioner also hired employees
with printing experience who did not practice Tibetan Buddhist
teachings at work (non-Nyingma employees).
DM provided manuals and essays on SMMT to petitioner and
consulted with petitioner regarding the practice of SMMT by
petitioner's employees. Petitioner held weekly classes on SMMT
for its Nyingma employees. At the classes, Nyingma employees
discussed their own experiences with SMMT in their work. Nyingma
employees also participated in individual discussions with each
other regarding their work experiences. Petitioner and the
Nyingma Institute subsidized the costs of classes that Nyingma
employees took at the Nyingma Institute. Petitioner did not
distribute the SMMT manuals that it received from DM to
nonmanagerial personnel. It did hand out SMMT pamphlets and
essays to Nyingma employees during class. Nyingma employees were
asked not to photocopy the materials and were required to return
them at the end of the class.
Petitioner paid its Nyingma employees significantly less
than it paid non-Nyingma employees with similar responsibilities.
Nyingma employees generally made less than $5 per hour, while
non-Nyingma employees made from $15 to $25 per hour. The wages
of petitioner's Nyingma employees were below the average wage of
nonunion employees in the printing industry in Northern
California. Nyingma employees worked at least 60 hours per week,
while non-Nyingma employees worked 40 hours a week. Also,
Nyingma employees had low absenteeism and low turnover as
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Last modified: May 25, 2011