Employer Religious Accomodations

ABOUT THE AUTHOR ‘ David L. Smith currently serves as the Acting Assistant Director, Executive Office for United States Attorneys (EOUSA), Equal Employment Opportunity Staff for the Department of Justice. He has been with EOUSA since June 2002. From 1991 to 2000, Mr. Smith was an Assistant United States Attorney in the District of Columbia. As an AUSA he prosecuted criminal matters, including homicides and narcotics cases, as well as litigated civil cases, including Title VII matters. a

reasonable accommodation. That accommodation need not be the plaintiff's first choice, and it may impose certain burdens upon the plaintiff and still be considered reasonable. Moreover, if the accommodation imposes an undue hardship on the employer, defined as a de minimis cost, the plaintiff should not count on being accommodated. ˜

U NITED S TATES A TTORNEYS ' B ULLETIN

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M AY 2004