An employee assistance counselor, whose religion frowns upon gay relationships sues employer for failure to accommodate religious beliefs because it would not excuse her from counseling about gay relationships. The employer decided that the Accommodation was not reasonable because it would create an uneven workload. The jury awarded over $2 million. The Fifth Circuit reversed finding the Accommodation would cause an undue hardship.

An office worker sought an injunction because her employer failed to accommodate her religious practice of ending some conversations with: “Have a blessed day.” The Seventh Circuit found that use of the phrase is not a requirement of her religion and held that the employer did not have to satisfy an employee’s every desire.

A Seventh Day Adventist stated that his religion barred him from joining a union. Religious beliefs protected by Title VII do not have to be “acceptable, logical, consistent or comprehensible to others,” but they must be sincere. Sincerity is for the jury to decide.

A library employee was fired for violating a dress code by wearing a cross. She sued under the First Amendment of the United States Constitution. The court found that the library’s interest in enforcing its dress code did not outweigh the employee’s right to free speech or the free exercise of her religion.