The U.S. Supreme Court has unanimously decided in favor of a postal worker from Pennsylvania in a significant religious liberty case involving the appropriateness of employers’ accommodation of religious preferences in the workplace.
Christian mailman Gerald Groff of Pennsylvania requested the court to rule on whether the U.S. Postal Service may make him deliver parcels from Amazon on Sundays, which he observes as the Sabbath. His lawyer, Aaron Streett, argued in April that the court needed to review a decision from 50 years ago that set a standard for figuring out when companies have to make allowances for their workers’ religious practices.
In a 9-0 decision, the Supreme Court rejected a ruling from 1977 that mandated that businesses must “reasonably accommodate” an employee’s religious practices as long as doing so does not put an “undue hardship” on the company.
Title VII of the Civil Rights Act of 1964 requires employers to accommodate employees’ religious practices unless doing so would be an “undue hardship” for the business. A Supreme Court case from 1977, Trans World Airlines v. Hardison, said employers could deny religious accommodations to employees when they impose “more than a de minimis cost” on the business.
Streett argued that the court should scrap the “de minimus” test, which he suggested has been abused by lower courts to deny religious accommodations, in favor of the plain language of Title VII, which would define “undue burden” in the same way it is defined in other federal laws, such as the Americans with Disabilities Act (ADA).
The Biden administration, representing the Postal Service, informed the Supreme Court that there is no necessity to overturn Hardison because the Equal Employment Opportunity Commission (EEOC), the agency that enforces Title VII, along with many lower courts, have already interpreted the decision to offer significant protection for religious employees.
The government believes undue hardship arises whenever there is lost efficiency, weekly payment of premium wages, or denial of a coworker’s shift preference,” Streett told the justices during oral arguments. “Thus, under the government’s test, a diabetic employee could receive snack breaks under the ADA but not prayer breaks under Title VII, for that might cause lost efficiency.”
Back in April, Postal worker unions asked that the Supreme Court to contemplate the potential adversity that religious accommodations for some employees may have on their co-workers.
“A day off is not the special privilege of the religious. Days off, especially on the weekend, are when parents can spend the day with children who are otherwise in school, when people can spend time on the other necessities of life, when the community enjoys a common day of rest for churchgoers and the nonreligious alike,” the American Postal Workers Union noted in a brief to the court.
