by Rachel Schwartz*
Title VII of the Civil Rights Act prohibits discrimination on the basis of religion by requiring employers to accommodate their employees whose religious observances conflict with their job duties. The text of the statute states that an employer must offer a “reasonable accommodation” to such employees, but it fails to define the term precisely. In a single sentence in Ansonia Board of Education v. Philbrook, the Supreme Court suggested that a reasonable religious accommodation must eliminate the conflict between religious practices and employment requirements. Based on this precedent, as well as the plain meaning and purpose of Title VII, this Contribution argues that the proper understanding of a reasonable religious accommodation requires a two-part analysis, first asking whether the accommodation eliminates the conflict and second, examining whether it is reasonable. Importantly, such an approach ensures that religious employees are accommodated and yet it is not too onerous for employers due to additional language in Title VII that protects employers from having to provide reasonable religious accommodations where doing so will result in undue hardship on the conduct of their business.