Hatch Trick, Inc., a Chick-fil-A franchisee operating multiple locations in Austin, Texas violated federal law by refusing to reasonably accommodate an employee’s request to refrain from working on Saturdays in observance of her Sabbath day and instead fired her, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit announced.
According to the EEOC’s lawsuit, the employee, who managed Hatch Trick’s delivery drivers at one of its Austin locations, is a member of the United Church of God denomination, which observes a Saturday Sabbath. In adherence to her religious faith and practice, she requested no scheduled hours on Saturdays, and she disclosed the need during her job interview.
Although Hatch Trick initially honored the employee’s request to refrain from Saturday work, after several months the company changed its position and demanded that she work on Saturdays, the EEOC said.
The EEOC’s lawsuit stated that the employee made additional requests for religious accommodation, meeting with company officials on several occasions to discuss her needs and suggested a number of alternatives which would have allowed her to remain in her position while adhering to her Sabbath observance.
Hatch Trick rejected all options for the employee to remain in her managerial job while abstaining from Saturday work, instead telling her that she must move to a non-managerial delivery driver position which entitled her to lower pay, reduced benefits and fewer hours. When the employee declined to accept the driver position, the company discharged her, according to the lawsuit.
The type of conduct charged in the EEOC’s complaint violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination because of religion and requires employers to provide reasonable accommodation for an employee’s sincerely held religious beliefs or practices unless doing so would cause an undue hardship on the business.
The EEOC filed suit (EEOC v. Hatch Trick, Inc., Case No. 1:26-cv-01275) in U.S. District Court for the Western District of Texas, Austin Division after first attempting to reach a pre-litigation settlement through its administrative conciliation process.
Source: EEOC
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