Employment — religious discrimination

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United States Court of Appeals For the Seventh Circuit

Civil

Employment — religious discrimination

Where an employer changed an employee’s work schedule so she could attend church, it reasonably accommodated her religion.

“When Porter went to Hegarty to discuss her schedule, Hegarty proposed the watch change as a possible remedy. Porter, however, expressed no interest in that option and did not pursue it further. We cannot find fault with the City for failing to take further steps to change Porter’s watch given these undisputed facts. Additionally, Porter’s complaints regarding the City’s failure to inform her as to how to execute a schedule change ring hollow in light of the fact that these requests can be made on the same form that Porter used to request a change of days-off groups, and Porter had successfully changed the hours she worked on Saturdays in August 2005 by requesting the change in a letter to her supervisors. We conclude, as the district court did, that the City discharged its obligation under Title VII by offering Porter an accommodation that would have eliminated the conflict between her work schedule and her religious practice of attending church services on Sunday morning.”

Affirmed.

11-2006 Porter v. City of Chicago

Appeal from the United States District Court for the Northern District of Illinois, Kendall, J., Bauer, J.