About 50 years ago, Congress tweaked Title VII, a federal law that makes it unlawful to discriminate against workers based on their religion. It clarified that employers must “reasonably accommodate. . . an employee’s or prospective employee’s religious observance or practice” unless the employer is “unable” to do so “without undue hardship on the conduct of the employer’s business.”
But what does that mean?
Ever since the Supreme Court decided this case last century, many courts understood that the duty to accommodate an employee’s sincerely-held religious beliefs ended when an employer could demonstrate that doing so would result in