Challenge Yourself!

Sam, who is Jewish, was recently hired as a salesperson for a large department store chain. Sam tells Zoe, his manager, that he needs to be home before sundown on Fridays, and that he is unable to work until after sundown on Saturdays, so he can observe the Sabbath. He also tells Zoe that a few of his co-workers are willing to cover for him on Friday nights and Saturdays since business is better on weekends and their pay is based partly on their sales. Zoe refuses to grant Sam's request not to work on Friday evenings and Saturdays. Did Zoe discriminate against Sam?

1. A. No. Zoe did not discriminate against Sam by denying his request for a schedule change. If Zoe gives Sam Friday nights and Saturdays off, then other employees will want those days off to hang out with friends.

   A is incorrect.
   Zoe may not refuse to make a schedule change to allow Sam to observe his religion just because she is concerned that other employees might also request weekends off. Even if Zoe grants Sam's request, she does not have to grant similar requests by other employees who want to enjoy the weekend with their friends. The law only requires employers to make workplace changes, such as schedule changes, because of an applicant or employee's religious beliefs, unless it would be too expensive or disruptive.

   FUN FACT: The law also requires employers to make workplace changes because of an applicant or employee's disability, unless it would be significantly difficult or expensive. See the Youth@Work Disability Discrimination page for additional information.

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2. B. Yes. Zoe discriminated against Sam by denying his request for a schedule change because employers must grant employee requests for schedule changes unless the requests are unreasonable.

   B is incorrect.
   Employers do not have to grant all requests for schedule changes. But employers are required to make workplace changes (such as schedule changes) so an employee can observe his or her religion, unless the workplace change would be too expensive or disruptive.

   FUN FACT: The law also requires employers to make workplace changes because of an applicant or employee's disability, unless it would be significantly difficult or expensive. See the Youth@Work Disability Discrimination page for additional information.

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3. C. No. Zoe did not discriminate against Sam by denying his request for a schedule change. Employers are only required to provide schedule changes for major religious occasions, and the Sabbath is not considered a major holiday.

   C is incorrect.
   Employers are required to make workplace changes that applicants or employees need because of their religious beliefs, unless doing so would be too expensive or disruptive. The law protects all aspects of religious belief, observance, and practice; it is not limited to major religious events.

   FUN FACT: The law also requires employers to make workplace changes because of an applicant or employee's disability, unless it would be significantly difficult or expensive. See the Youth@Work Disability Discrimination page for additional information.

   Try again! Select another answer.

4. D. Yes. Zoe discriminated against Sam because employers must make workplace changes so employees can observe their religion, unless it would be too expensive or disruptive to do so. Because Sam has found co-workers who are willing to cover his shifts, it is unlikely that granting his request would be burdensome for the store.

   D is correct.
   Zoe discriminated against Sam based on his religion (because he is Jewish) by refusing his request for a schedule change so he can observe his religion. The store has a duty to consider whether it is possible to change Sam's work schedule so he can observe the Sabbath. Because Sam has found other employees who are willing to swap shifts, the store should be able to grant the request.

   FUN FACT: The law also requires employers to make workplace changes because of an applicant or employee's disability, unless it would be significantly difficult or expensive. See the Youth@Work Disability Discrimination page for additional information.

   Great job! Select another answer, or go to the next question.