Court: Religious Accommodation Request Isn’t Protected Activity

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A Minnesota federal court has ruled that an employee’s request for a religious accommodation did not qualify as protected activity to support the employee’s retaliation claim. EEOC v. North Memorial Health Care (D. Minn. 7/6/17) involves a hospital that withdrew a conditional job offer to a nurse after she disclosed that she was a Seventh-day Adventist and could not work Friday nights because of her religion.

As an accommodation, the employee offered to find a substitute for Fridays on which she was scheduled, and that she would work if she could not find one. The hospital denied her request, and, ultimately, the EEOC

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