The undue hardship argument proves even more valid, because as in Tepper v. Potter, this not only causes undue hardship financially for the company, but also undue hardship for company employees having to accommodate the employee’s religious schedule. Further, no additional claims alleging discrimination have been brought forward from any other employees alleging that the schedule change infringes on their religious beliefs or hinders their ability to freely practice their religion.
Recommendations:
1. Make sure management is aware that they must effectively communicate with employees in regard to upper management directives and decisions.
2. Maintain an open door policy for employees to discuss issues, By adopting an open door policy, employers can address workplace concerns before they become lawsuits.
3. Going forward, when interviewing prospective candidates for employment, the applicant must be made aware that shifts and work schedules may be scheduled during religious and/or holy