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Reasonable Accommodation and Undue Hardship

As a first-year Human Resource Specialist at “State of Estates” estate planning firm, your boss (Will N. Trusts) presents you with the following two scenarios:

Scenario 1

Ned was hired six weeks ago by “State of Estates” to supervise the call center on weekends. At the time of hire, Ned did not disclose that he is a follower of the “Weekend Warriors” religion. In observance of his religious practices, Ned may not work Saturday mornings before noon. Ned called out of work three Saturday mornings in a row, costing the company extra overtime costs. The company looked to re-arrange the schedule, but to pull in a more senior supervisor on the weekend would require time-and-a-half pay. In addition, call-center statistics indicate a drop in productivity when there is a change of supervisor mid-day. The company would like to terminate Ned’s employment.

Would Ned have an argument for religious discrimination against “State of Estates?” Why or why not?
If yes, would the company be able to assert any defenses under these circumstances?