Based on my research the employee’s doesn’t have a valid case under Constructive discharge.

Constructive discharge is when an employee leaves her job because her employer made her working condition so terrible, that she was obligated to quit. Under EEOC Reasonable Accommodation & Religion “the law requires an employer to reasonable accommodator an employee’s religious beliefs or practices” retrieved from http://www.eeoc.gov/laws/practices/index/cfm / Our former employee claims that because of a change in the company’s work schedule, her shift falls on Sunday. This makes her unable to worship. Assuming this employee did not ask her supervisor to change her work schedule, or ask if she can switch with another employee. She does not have a valid case.

Title VII of the Civil Right Act, 1964 is “prohibits employers with at least 15 employees or employment agencies and unions from discriminating employment based on race, color, sex, religion, age, or origin “ retrieved from http://www.eeoc.gov/policy/docs/qanda_religion/ It is illegal for an employer to treat any employee differently, harass, refuse a request to accommodate based on there religious values and practice. I don’t think this employee have any valid case because we changed the work schedule for our entire production employees. We did not treat this employee differently. She did not give us any written request to change her work schedule, so she can’t say we denied her request.

Based on the situation the employee does not have any valid reason under Constructive discharge. If she decides to proceed with this case, we can prove that she doesn’t have a case, because the employee quit before talking to the supervisor. If we change her schedule so that she doesn’t have to work her shift when it falls on holy day, it will impose a hardship on other workers. In one of the appeals court case (Weber v.