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4 (E.D. Ark. Oct. 3, 2007) (denying summary judgment for employer on declare by two staff members that they have been improperly denied
depart for once-a-year religious observance that would have required corporation to pay back additional time wages of roughly $220 every to two replacements, where facility routinely
paid out experts time beyond regulation, employer failed
to get hold of union about achievable lodging, and policy providing for only one particular technician on depart
per working day was not generally noticed, and there was no evidence that customer service requirements actually went unmet
on day at problem) (jury verdict for plaintiffs subsequently entered), enchantment dismissed,
550 F.3d 704 (8th Cir. 1996) (holding that mere grievances
by other workforce did not represent undue hardship wherever employer unsuccessful to create that
accommodating employee’s religious holidays would have essential additional than de minimis price
tag or stress on coworkers). 1981) (undue hardship involves "proof of real imposition on coworkers or disruption of the get the job done routine" instead
than "conceivable or hypothetical hardships"
(inside quotation marks and citation omitted)) Toledo v. Nobel-Sysco, Inc.,
892 F.2d 1481, 1492 (tenth Cir. 1984) (per curiam) (keeping that it
would be undue hardship to reassign plaintiff’s
share of possibly hazardous get the job done to
coworkers) EEOC v. BJ Servs.