479 U.S. 60 (1986) Cited 457 times 5 Legal Analyses
Holding an accommodation is reasonable where it "allow the individual to observe fully religious holy days and requires him only to give up compensation for a day that he did not in fact work"
Holding that the plaintiff established the second element of his prima facie case for failure to accommodate his “religious practice of attending the ceremony in which his wife and children were converted to Judaism,” where the plaintiff's supervisor “knew” that he was Jewish, “knew” that his “wife was studying for conversion,” and “when [the plaintiff] requested the time off, he informed the [supervisor] why he needed to miss work”
Holding employer offered reasonable accommodation where it approved use of leave on the employee's day of Sabbath, permitted use of substitutes when possible, sought a waiver from the union of the requirement that the employee work five out of six days a week, and recommended the employee bid for other positions that would not require work on Sabbath
Holding that an offer was not "unconditional" for purposes of Title VII because the offer "was conditioned on [the employee] dropping his claim, as well as his passing a polygraph test and physical examination."