He missed approximately six school days each year, whereas the collective bargaining agreement under which the teacher worked allowed only three days’ annual leave for religious observances and barred the use of additional personal business leave for religious observances or other specified purposes.The local school board rejected Philbrook’s suggestions that he be allowed to use personal business leave for religious observances or that he be paid for his additional leave days on the condition that he pay for a substitute teacher.Philbrook was forced to take unauthorized leave without pay or to schedule required hospital visits on his holy days to fully observe those days.After exhausting available avenues of administrative relief, the teacher filed suit against the school board and others in the United States District Court for the District of Connecticut, alleging that prohibiting the use of personal leave for religious purposes violated Title VII. Court of Appeals for the Second Circuit reversed the district court. Court of Appeals for the Seventh Circuit ruled in , that two written requests from an employee for unpaid leave to attend funeral rites for his father in Africa created a genuine issue of material fact regarding notice of the religious nature of the request for accommodation purposes under Title VII.The Court instructed the district court on remand to make the necessary findings as to past and existing practice in the administration of the collective bargaining agreement. The District Court granted summary judgment in favor of Heartland, finding the two written leave requests did not present evidence sufficient for a reasonable jury to find that Adeyeye had provided Heartland with notice of the religious character of his request for unpaid leave.that an employer satisfies its obligations under Title VII when it demonstrates that it has offered a reasonable accommodation to the employee in an attempt to resolve a religious conflict with workplace needs. The case was then appealed to the Seventh Circuit Court of Appeals.in the workplace is just one reason for this trend.When conflicts arise between employer policies and employees’ exercise of religious beliefs, employers must be aware of their rights and obligations with respect to providing religious accommodation.
Porter was placed in work group with a schedule that provided for Sunday/Monday days off.Hardison and the EEOC argued that the statutory obligation to accommodate religious needs took precedence over both the collective bargaining agreement and the seniority rights of TWA’s other employees.