![\"\"](\"http:\/\/www.cogwriter.com\/news\/wp-content\/uploads\/2019\/04\/SabbathJE-300x187.jpg\")
\n\u00a9 CCOG<\/p>\n
\n\u00a9 CCOG<\/p>\n
COGwriter<\/a><\/p>\n A reader sent a link to the following:<\/p>\n May 18, 2026<\/p>\n A\u00a0Texas Chick-fil-A<\/a>\u00a0franchise operator is facing a federal lawsuit over allegations that it refused to accommodate an employee\u2019s religious beliefs before ultimately firing her.<\/p>\n According to a complaint filed by the Equal Employment Opportunity Commission (EEOC) and obtained by FOX Business, Hatch Trick, Inc. \u2014 which operates several Chick-fil-A restaurants in the Austin area \u2014 allegedly discriminated against employee Laurel Torode,\u00a0whose faith<\/a>\u00a0prohibits her from working on Saturdays.<\/p>\n Torode, a member of the United Church of God, reportedly disclosed during her interview that she observes the Sabbath from sunset Friday to sunset Saturday.<\/p>\n The EEOC said the\u00a0company initially<\/a>\u00a0accommodated her request while she worked as a manager overseeing delivery drivers at one Austin-area location.<\/p>\n That arrangement allegedly changed several months later.<\/p>\n “In early February 2024, Defendant told Torode that going forward it would require her to work on Saturdays, to include the period in which she observes the Sabbath,” as noted in the complaint.<\/p>\n https:\/\/www.foxbusiness.com\/lifestyle\/chick-fil-a-franchisee-sued-after-allegedly-firing-employee-over-sabbath-observance<\/p><\/blockquote>\n Here are parts of the filed lawsuit:<\/p>\n NATURE OF THE ACTION<\/p>\n This is an action under Title VII of the Civil Rights Act of 1964, as amended (\u201cTitle VII\u201d), JURISDICTION AND VENUE 2. The employment practices alleged to be unlawful were committed within the PARTIES CONDITIONS PRECEDENT STATEMENT OF CLAIMS Yes, employers often will make promises to employees related to matters like the Sabbath and the Holy Days and later change their minds.<\/p>\n Years ago, CG7-Denver\u2019s<\/a>\u00a0Bible Advocate<\/em>\u00a0magazine had the following article by Dr. Daniel Botkin:<\/p>\n \u201cI\u2019d like to keep the Sabbath, but I can\u2019t. I have to work on Saturdays.\u201d<\/p>\n Wrong. No one who believes in keeping the Sabbath has to work on Saturdays, at least not in America. Americans who work on the Sabbath do so by their own choice, not because they have to.<\/p>\n Sabbathkeeping Christians in Communist Russia were ordered by their oppressive government to work on Saturdays. Many of them chose to obey God rather than man, and they lost a lot more than some crummy job. They suffered imprisonment,exile, and torture for refusing to break God\u2019s holy Sabbath. When we stand with these faithful saints before the Lord on Judgment Day, will any of us have the gall to say, \u201cWell, Lord, I wanted to keep the Sabbath, but I couldn\u2019t. I had to work\u201d?<\/p>\n How does a disciple of the Messiah go about getting every Sabbath off from his job?<\/p>\n First, you do not go in and ask your employer if you can have Saturdays off. You are not there to make a request; you are there to inform. You inform your employer (politely and respectfully, of course) that you will not be available to work from Friday sunset to Saturday sunset. Your employer may respond in a number of ways:<\/p>\n \u201cI\u2019ll see what we can do, but for now you\u2019ll have to keep working Saturdays.\u201d<\/p>\n \u201cWe can give you Saturdays off, but you\u2019ll have to work on Friday nights.\u201d<\/p>\n \u201cWe\u2019ll try, but you may have to occasionally come in on a Saturday if we\u2019re short of help.\u201d<\/p>\n None of these responses is acceptable. Pharaoh tried three times to persuade Moses and Aaron to compromise the Lord\u2019s demands (Exodus 8:25-29<\/a>;\u00a010:8-11<\/a>). Moses and Aaron steadfastly refused to accept Pharaoh\u2019s solution, and we must likewise refuse to accept an employer\u2019s offer to compromise.<\/p>\n If your employer refuses to accommodate you, one solution is to look for a different job. However, that may not be necessary. If this particular job is important to you, you may want to inform your employer of his legal obligation toward employees\u2019 religious practices. This should be done politely and respectfully, not in an obnoxious or threatening way.<\/p>\n Many people do not realize that federal law requires employers to accommodate employees who need time off for religious reasons, unless the employer demonstrates that accommodation would result in undue hardship on the conduct of its business. You, the employee, do not have to prove the validity of your case. It is the employer who must prove that letting you keep Sabbath would cause undue hardship to his business. The burden of proof is on the employer, not on the employee.<\/p>\n Federal law considers the following solutions to be \u201creasonable accommodation\u201d that would not cause undue hardship to an employer\u2019s business:<\/p>\n \u2022 Securing a substitute worker (even if the employer has to secure the substitute).<\/p>\n \u2022 Flexible scheduling (flexible arrival and departure times, floating or optional holidays, flexible work-breaks, use of lunch time in exchange for early departure, staggered work hours, permitting an employee to make up time lost due to the observance of religious practices).<\/p>\n \u2022 Lateral transfer and change of job assignment.<\/p>\n The employer must offer the alternative that least disadvantages the individual (i.e., the employee) with respect to his or her employment opportunities. The employer can also be required to bear the extra costs of accommodating the employee, unless the Equal Employment Opportunity Commission determines that it is \u201cmore than a de minimis cost.\u201d<\/p>\n Sometimes an employer is afraid to give an employee every Saturday off for fear that other employees will see this and likewise demand every Saturday (or Sunday) off for religious reasons. However, according to federal law, this is not proof of undue hardship: \u201cA mere assumption that many more people, with the same religious practices as the person being accommodated, may also need accommodation is not evidence of undue hardship.\u201d The above legal information can be found in Title VII of the Civil Rights Act of 1964, as amended (sections 701[j], 703, and 717,\u00a0eeoc.gov<\/em>) and in Part XII Equal Employment Opportunity Commission Guidelines on Discrimination Because of Religion.<\/p>\n These laws apply to labor organizations as well as to employers. The laws pertain not only to scheduling (though this is the most frequent accommodation needed) but also to other religious practices, such as a man\u2019s right to wear a beard because of his religious convictions. The employer\u2019s legal obligation to accommodate \u201cpertains to prospective employees as well as current employees.\u201d<\/p>\n Sabbathkeepers need to know that employees have legal rights to reasonable accommodations and that some employees take their employers to court to enforce these rights. Sometimes the employer wins the case, when it truly would cause undue hardship for the employer to accommodate the employee.<\/p>\n When undue hardship is not an issue, though, the law is on our side. Most employers are reasonable people and intelligent enough to know that it would be wiser for them to accommodate your need than it would be to refuse. Many employers will respect you for taking a firm but polite stand for what you believe. If they are smart, they will know that a person with strong convictions is likely to be a reliable, honest worker with integrity and will find a way to accommodate you.<\/p>\n Some employers are not so kind and understanding and will simply say, \u201cNo, you have to work on Saturdays.\u201d In that case, you must pray and ask the Lord to show you what He would have you to do.<\/p>\n Would the Lord have you take your employer to court, or would He have you look for a different job? (You don\u2019t need to pray about whether or not the Lord would have you keep working on the Sabbath. He\u2019s already told you in the Ten Commandments not to do that!) Fighting for your legal rights in court is one issue, but there is also the issue of maintaining a good testimony as the Messiah\u2019s disciple. Some questions to consider:<\/p>\n \u2022 Do I really want to work for an employer who lets me have the Sabbath off only because he was forced by the court to do so?<\/p>\n \u2022 Will going to court result in resentment or jealousy in my workplace, and do I want to work in such an atmosphere?<\/p>\n \u2022 Is this job really worth fighting for?<\/p>\n \u2022 Is it possible that letting me have every Sabbath off really would cause undue hardship for my employer\u2019s business?<\/p>\n \u2022 Even if the court rules in my favor, would there still be some hardship, and would it be right to let my employer bear this inconvenience?<\/p>\n Keeping your job should be your third priority here. Keeping the Sabbath\u00a0and<\/em>\u00a0your testimony are top priorities. If you can do this and keep your job, great. Personally, I would not feel comfortable forcing my employer to pay extra costs in order to accommodate me, even though the law can require the employer to bear these minimal costs. For the sake of my testimony as the Lord\u2019s disciple, I would prefer to not exercise this legal right and pay the extra costs myself, unless my employer cheerfully insisted on bearing the cost.<\/p>\n If my employer is willing to bear some minor inconvenience in order to accommodate me, then I should be willing to bear some minor inconvenience to keep the Sabbath. Every situation is unique and has many factors to consider. If you do lose your job for the sake of obeying the Lord, the Lord will honor your sacrifice. He may not provide another job immediately, but He has promised to meet your physical needs if you seek His kingdom first (Matthew 6:33).<\/p>\n So don\u2019t let your employer or anyone else tell you that you have to work on the Sabbath. You are not called to be a slave to your job. You are to treat your employer with honor and respect, but he is not your Owner and Master.<\/p>\n If you are a disciple of the Son of God, then He is your real Owner and Master. You are called to be a servant in His kingdom, not a slave to the world system.<\/p><\/blockquote>\n While laws vary in differing locations, as do interpretations of laws, most of the time in the USA (if unions are not involved) it is possible to keep a job and the Sabbath when there is a conflict. However, this does not mean that one will not have other problems or be somehow discriminated against in other ways. A past case in New Zealand protected a Sabbath keeper there (see\u00a0NZ man awarded cash because of Sabbath-related termination<\/a>).<\/p>\n I personally was nearly jailed (while working for the government) and threatened with job loss throughout my earlier careers, because I kept the Sabbath. As it turned out I was not jailed nor fired, but there still is a risk for many.<\/p>\n Jesus taught that real Christians would face trials (Luke 22:28) and persecutions (John 15:20).<\/p>\n What about working to handle a seasonal surge or other such need? Here is what the Bible says about that:<\/p>\n 21 \u201cSix days you shall work, but on the seventh day you shall rest; in plowing time and in harvest you shall rest. (Exodus 34:21)<\/p><\/blockquote>\n So, no, the \u2018busy season\u2019 at work does not negate the Sabbath.<\/p>\n Aren\u2019t you suppose to respect authority?<\/p>\n Yes, but there are limits:<\/p>\n 26 Then the captain went with the officers and brought them without violence, for they feared the people, lest they should be stoned. 27 And when they had brought them, they set them before the council. And the high priest asked them, 28 saying, \u201cDid we not strictly command you not to teach in this name? And look, you have filled Jerusalem with your doctrine, and intend to bring this Man\u2019s blood on us!\u201d<\/p>\n 29 But Peter and the other apostles answered and said: \u201cWe ought to obey God rather than men. 30 The God of our fathers raised up Jesus whom you murdered by hanging on a tree. 31 Him God has exalted to His right hand to be Prince and Savior, to give repentance to Israel and forgiveness of sins. 32 And we are His witnesses to these things, and so also is the Holy Spirit whom God has given to those who obey Him.\u201d (Acts 5:26-32)<\/p><\/blockquote>\n While the apostles accepted the authority of being arrested, they did not conclude that they needed to violate God\u2019s laws. Notice also that the Apostle Peter declared that the Holy Spirit of God is given to those who obey Him\u2013not to those who obey humans above God.<\/p>\n When scripture says to obey in all things, this is not a license to bear false witness for an employer, murder for an employer, or violate the Sabbath for an employer.<\/p>\n But yes, employers and others may judge:<\/p>\n 18 So they called them and commanded them not to speak at all nor teach in the name of Jesus. 19 But Peter and John answered and said to them, \u201cWhether it is right in the sight of God to listen to you more than to God, you judge. 20 For we cannot but speak the things which we have seen and heard.\u201d (Acts 4:18-20)<\/p><\/blockquote>\n But true Christians obey God\u2013even if it does not look like humans will allow that. Consider also the following:<\/p>\n 13 Then Nebuchadnezzar, in rage and fury, gave the command to bring Shadrach, Meshach, and Abed-Nego. So they brought these men before the king. 14 Nebuchadnezzar spoke, saying to them, \u201cIs it true, Shadrach, Meshach, and Abed-Nego, that you do not serve my gods or worship the gold image which I have set up? 15 Now if you are ready at the time you hear the sound of the horn, flute, harp, lyre, and psaltery, in symphony with all kinds of music, and you fall down and worship the image which I have made, good! But if you do not worship, you shall be cast immediately into the midst of a burning fiery furnace. And who is the god who will deliver you from my hands?\u201d<\/p>\n 16 Shadrach, Meshach, and Abed-Nego answered and said to the king, \u201cO Nebuchadnezzar, we have no need to answer you in this matter. 17 If that is the case, our God whom we serve is able to deliver us from the burning fiery furnace, and He will deliver us from your hand, O king. 18 But if not, let it be known to you, O king, that we do not serve your gods, nor will we worship the gold image which you have set up.\u201d (Daniel 3:13-18)<\/p><\/blockquote>\n It takes faith to keep the Sabbath when your job or livelihood (Exodus 34:21) seems to be at risk. But the Bible teaches that we are to obey God rather than men (Acts 5;29).<\/p>\n Of course, some countries and cultures make it more difficult, but that also is not justification for not obeying God.<\/p>\n The Continuing<\/em> Church of God<\/a> is pleased to announce this sermon from its ContinuingCOG<\/a> channel:<\/p>\n Here is a link to our sermonette titled: Can you keep the Sabbath and your job? What about college?<\/a><\/p>\n Some items of possibly related interest may include the following:<\/em><\/p>\n Can You Keep Your Job, Get Your Degree, and Keep the Sabbath?<\/a> This article has some information on that. Here is a link to a related video titled: Can you keep the Sabbath and your job? What about college?<\/a> \u00a9 CCOG COGwriter A reader sent a link to the following: Chick-fil-A franchisee sued after allegedly firing employee over Sabbath observance The EEOC says the employee was told to work Saturdays despite disclosing her beliefs during her interview May 18, 2026 A\u00a0Texas Chick-fil-A\u00a0franchise operator is facing a federal lawsuit over allegations that it refused to […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[],"class_list":["post-101171","post","type-post","status-publish","format-standard","hentry","category-cog-news"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.cogwriter.com\/news\/wp-json\/wp\/v2\/posts\/101171","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.cogwriter.com\/news\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.cogwriter.com\/news\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.cogwriter.com\/news\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.cogwriter.com\/news\/wp-json\/wp\/v2\/comments?post=101171"}],"version-history":[{"count":3,"href":"https:\/\/www.cogwriter.com\/news\/wp-json\/wp\/v2\/posts\/101171\/revisions"}],"predecessor-version":[{"id":101179,"href":"https:\/\/www.cogwriter.com\/news\/wp-json\/wp\/v2\/posts\/101171\/revisions\/101179"}],"wp:attachment":[{"href":"https:\/\/www.cogwriter.com\/news\/wp-json\/wp\/v2\/media?parent=101171"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.cogwriter.com\/news\/wp-json\/wp\/v2\/categories?post=101171"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.cogwriter.com\/news\/wp-json\/wp\/v2\/tags?post=101171"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
Chick-fil-A franchisee sued after allegedly firing employee over Sabbath observance<\/h2>\n
The EEOC says the employee was told to work Saturdays despite disclosing her beliefs during her interview<\/h3>\n
\nand Title I of the Civil Rights Act of 1991 to correct unlawful employment practices on the basis of
\nreligion and to provide appropriate relief to Charging Party Laurel F. Torode (n\u00e9e Thomas), who was
\nadversely affected by such practices. As alleged with greater particularity below, the U.S. Equal
\nEmployment Opportunity Commission alleges that Defendant Hatch Trick, Inc. subjected Torode to
\nunlawful denial of reasonable accommodation of her religion and termination from her employment
\nbecause of her religion and the unlawful denial of reasonable accommodation in violation of Title
\nVII.<\/p>\n
\n1. Jurisdiction of this Court is invoked pursuant to 28 U.S.C. \u00a7\u00a7 451, 1331, 1337, 1343,
\nand 1345. This action is authorized and instituted pursuant to Section 706(f)(1) and (f)(3) of Title
\nVII, 42 U.S.C. \u00a7 2000e-5(f)(1) & (f)(3), and Section 102 of the Civil Rights Act of 1991, 42 U.S.C.
\n\u00a7 1981a.<\/p>\n
\njurisdiction of the United States District Court for the Western District of Texas.<\/p>\n
\n3. Plaintiff, the U.S. Equal Employment Opportunity Commission (the \u201cCommission\u201d
\nor \u201cEEOC\u201d), is the Agency of the United States of America charged with the administration,
\ninterpretation, and enforcement of Title VII, and is expressly authorized to bring this action by
\nSection 706(f)(1) and (f)(3) of Title VII, 42 U.S.C. \u00a7 2000e-5(f)(1) & (f)(3).
\n4. At all relevant times, Defendant Hatch Trick, Inc., a Texas Corporation (hereinafter
\n\u201cDefendant\u201d), has continuously been doing business in the State of Texas and City of Austin and has
\ncontinuously employed at least 15 employees.
\n5. At all relevant times, Defendant has continuously been an employer engaged in an
\nindustry affecting commerce within the meaning of Section 701(b), (g), and (h) of Title VII, 42 U.S.C. \u00a7 2000e(b), (g), & (h).
\n6. Throughout calendar years 2023 and 2024, Defendant continuously employed more
\nthan 100 employees.<\/p>\n
\n7. More than thirty (30) days prior to the institution of this lawsuit, Charging Party
\nLaurel Torode filed a charge of discrimination with the Commission, EEOC Charge No. 451-2024-
\n02200, alleging that Defendant violated Title VII.
\n8. On July 17, 2025, the Commission issued to Defendant an administrative
\nDetermination finding reasonable cause to believe that Defendant violated Title VII with respect to
\nTorode by, among other practices, (a) denying her reasonable accommodation of her religion and (b)
\nterminating her employment because of religion. The Commission\u2019s administrative Determination also invited Defendant to join with the Commission in informal methods of conciliation to endeavor
\nto eliminate the discriminatory practices and provide appropriate relief.
\n9. The Commission engaged in communications with Defendant to provide Defendant
\nwith the opportunity to remedy the discriminatory practices described in the administrative
\nDetermination by informing Defendant of the remedies sought by the Commission.
\n10. The Commission was unable to secure from Defendant a conciliation agreement
\nacceptable to the Commission.
\n11. On August 26, 2025, the Commission issued to Defendant a Notice of Failure of
\nConciliation.
\n12. All conditions precedent to the institution of this lawsuit have been fulfilled.<\/p>\n
\n13. Since at least February 2024, Defendant has engaged in unlawful employment
\npractices at its locations in Austin, Texas in violation of Section 703(a)(1) of Title VII, 42 U.S.C. \u00a72000e-2(a)(1).
\nCount One: Denial of Reasonable Accommodation of Religion
\n14. Torode held the position of Fleet Supervisor at Defendant\u2019s Braker Lane Chick-fil-A
\nfranchise location in Austin, Texas from September 2023 until her termination on or about February
\n23, 2024.
\n15. As a Fleet Supervisor, Torode supervised a team of delivery drivers and was primarily
\nresponsible for hiring fleet drivers, onboarding them, creating driver schedules, and dispatching
\ndrivers.
\n16. When Torode was not physically present to dispatch drivers, the company used a
\nsoftware application to automatically dispatch drivers to orders and deliveries.17. Defendant\u2019s Braker Lane Chick-fil-A location is open Monday through Saturday,
\nfrom 6:00 a.m. to 11:00 p.m. The location is closed on Sundays in accordance with requirements of
\nDefendant\u2019s franchisor, Chick-fil-A, Inc.
\n18. Torode is an adherent of the United Church of God, a religious faith she sincerely held
\nat all relevant times, including throughout the course of her employment by Defendant.
\n19. At all relevant times, including throughout the course of her employment by
\nDefendant, Torode has sincerely held a religious belief and practice that she is not permitted to work
\non Saturdays, her religious Sabbath, which commences at sundown every Friday and ends at sundown
\nevery Saturday.
\n20. On multiple occasions prior to her termination, Torode informed Defendant of her
\nreligious identity and her sincerely held religious belief and practice that she cannot work on the
\nSabbath observed by adherents of the United Church of God.
\n21. During her job interview for the Fleet Supervisor position in August 2023, Torode
\ntold Defendant\u2019s Braker Lane Restaurant Director Faye Campbell and its Parmer Lane Restaurant Director Jeremy Jenkins about her religious belief and practice of refraining from work on Saturday
\nin observance of the Sabbath, and she stated her need for a reasonable accommodation of that belief
\nand practice.
\n22. Torode worked Monday through Friday, with some additional work on Sundays,
\ntotaling 45-50 hours per week. She was paid on an hourly basis, and as a manager, Defendant
\nscheduled her to work mandatory overtime.
\n23. Between the start of her employment in September 2023 until approximately February
\n2024, Defendant did not schedule Torode to work on Saturdays based on its knowledge of her
\nSabbath observance.24. Between the start of her employment in September 2023 until approximately February
\n2024, Defendant did not communicate to Torode any disagreement with, or concerns about, not
\nscheduling her to work on Saturdays or her practice of refraining from work on Saturdays in religious
\nobservance of her Sabbath.
\n25. In early February 2024, Defendant told Torode that going forward it would require
\nher to work on Saturdays, to include the period in which she observes the Sabbath.
\n26. In response to the mandated schedule change, in February 2024, Torode submitted a
\nwritten request for a reasonable accommodation of her religion.
\n27. On or about February 9, 2024, Torode met in-person with Defendant\u2019s Restaurant
\nDirectors Faye Campbell and Jeremy Jenkins to discuss her need for reasonable accommodation in
\nthe form of not being scheduled to work during her Sabbath observance.
\n28. During Torode\u2019s February 9, 2024 meeting with Campbell and Jenkins (hereinafter referenced as \u201cthe February 9 meeting\u201d), those two managers did not agree to exempt Torode from
\nwork during her Saturday Sabbath observance.
\n29. During the February 9 meeting, Campbell and Jenkins declined to agree to scheduling
\nsuggestions that Torode made, which included having other managers cover dispatching on
\nSaturdays, having a driver cover dispatching on Saturdays, and having her work a partial shift on
\nSaturdays after her Sabbath had concluded.
\n30. During the February 9 meeting, Defendant, acting through Campbell and Jenkins, told
\nTorode that in order to avoid being scheduled to work on Saturdays during the period of her Sabbath
\nobservance, she would be required to accept a non-managerial fleet driver position.
\n31. The duties and responsibilities of Defendant\u2019s fleet driver position include nonmanagerial, manual labor tasks such as delivering food and automotive maintenance. The driver position was performed primarily while driving a vehicle or outdoors, including in inclement
\nweather.
\n32. At all relevant times, such fleet drivers were paid $12.00 per hour plus tips that varied
\nin amount based on the volume of deliveries and the discretion of customers.
\n33. At all relevant times, the Fleet Supervisor position was paid $23.00 per hour with
\nguaranteed overtime paid at the time-and-a-half rate.
\n34. During the February 9 meeting, Torode declined to move from her Fleet Supervisor
\nposition to a non-managerial fleet driver position.
\n35. On or about February 23, 2024, Torode met with Defendant\u2019s owner, Jeff Glover,
\nalong with Restaurant Director Campbell and Defendant\u2019s Business Director Joe Thomson, to discuss
\nher request to refrain from working on Saturdays during the period of her Sabbath observance as a
\nreasonable accommodation of her religion.
\n36. During the February 23, 2024 meeting between Torode, Glover, Campbell and Thomson (hereinafter referenced as \u201cthe February 23 meeting\u201d), Torode requested that Defendant
\ncontinue to allow her to not work during the period of her Sabbath observance and reiterating her
\nbeliefs.
\n37. During the February 23 meeting, Torode declined to accept Defendant\u2019s proposal to
\nmove her to a fleet driver position, and she explained that such a move would be a demotion and that
\nshe would be paid less, would receive fewer benefits, and would no longer be a management official.
\n38. During the February 23 meeting, in an attempt to have an interactive dialogue with
\nDefendant about her reasonable accommodation request and find an acceptable resolution, Torode
\nproposed a number of feasible reasonable accommodations in addition to exemption from Saturday
\nSabbath work that would have enabled her to retain her managerial position as a Fleet Supervisor while not requiring her to work during her Sabbath observance, including teaching restaurant team
\nleads to dispatch, adding a delivery team lead, having a driver work in the dispatch role on Saturdays,
\nand allowing Torode to work only after sundown on Saturdays.
\n39. Defendant, acting through Glover, declined to accept any of Torode\u2019s proposals for
\nreasonable accommodation that she made at the February 23 meeting. Defendant, acting through
\nGlover, did not offer any alternative proposals beyond re-iterating that Torode should move to a nonmanagerial fleet driver position.
\n40. Defendant did not make any proposals during February 2024 or any time thereafter to
\nenable Torode to refrain from work during her Sabbath observance while remaining in her position
\nas Fleet Supervisor.
\n41. At no time during February 2024 or any time thereafter did Defendant ever offer to
\nexempt Torode from work during her Sabbath observance while allowing her to continue in her
\nposition as Fleet Supervisor.
\n42. Defendant declined to exchange ideas with Torode about, and did not evaluate, anyoptions for accommodation of Torode\u2019s religion other than moving her to a non-managerial fleet
\ndriver position.
\n43. Commencing on or about February 2024 and continuing until the end of her
\nemployment, Defendant failed to provide Torode with a reasonable accommodation of her religion.
\n44. The effect of the practices complained of in paragraphs 13-43, above, has been to
\ndeprive Torode of equal employment opportunities and otherwise adversely affect her status as an
\nemployee because of her religion.
\n45. The unlawful employment practices complained of in paragraphs 13-43, above, were
\nand are intentional.<\/p><\/blockquote>\nInforming your employer<\/h2>\n
What the law says<\/h2>\n
Other options<\/h2>\n
True identity<\/h2>\n
![\"\"](\"https:\/\/i.ytimg.com\/vi\/Pvt3tjIdeSw\/hqdefault.jpg?sqp=-oaymwEjCPYBEIoBSFryq4qpAxUIARUAAAAAGAElAADIQj0AgKJDeAE=&rs=AOn4CLA8-3luKcOGyx_aKYAqvRGdVN79Lw\")
<\/a>
\n22:07 <\/span><\/p>\n\nCan you keep the Sabbath and your job?<\/a><\/h3>\n
\n\nSome have said, “I’d like to keep the Sabbath, but I can’t. I have to work on Saturday.” Is it possible to keep your job and keep the Sabbath (and the other Holy Days)? What about getting a college or university degree? How should you approach your boss or teachers about the Sabbath? What is “reasonable accommodation’? What about working on the Sabbath during the ‘busy season’? How should you act? What about the example of Joseph? Should you obey God rather than men? Dr. Thiel addresses these issues as well as relates various personal and family experiences related to keeping the Sabbath and earning degrees while also being a Sabbath keeper.<\/span><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/blockquote>\n
\nThe Sabbath in the Early Church and Abroad<\/a> Was the seventh-day (Saturday) Sabbath observed by the apostolic and post-apostolic Church? Here is a related sermon video The Christian Sabbath and How and Why to Keep It<\/a>.
\nAnother Look at the Didache, Ignatius, and the Sabbath<\/a> Did Ignatius write against the Sabbath and for Sunday? What about the Didache<\/em>? What does the actual Greek reveal? Are there intentional mistranlations? A related sermon is available: The Didache, Ignatius, and the Lord\u2019s Way<\/a>.
\nThe Christian Sabbath<\/a>. This is a series of articles from the Catholic Mirror<\/em> essentially proving that the biblical Sabbath was Saturday, that the Lord\u2019s day in Revelation 1 is not a reference to Sunday, that the Church of Rome implemented Sunday, and that nearly all Protestants followed Rome. Here is a link to a related sermon:\u00a0Catholic teachings on the Sabbath, Sunday, and Protestantism<\/a>.
\nEarly Sabbath Keeping in North America<\/a> When did Europeans first keep the Sabbath in North America? Did the pilgrims who arrived on the Mayflower keep Saturday or Sunday?
\nHow to Observe the Sabbath<\/a> How should you keep the Sabbath? This is an old article by Raymond Cole, with updated information for the 21st century.
\nThe Dramatic Story of Chinese Sabbathkeepers <\/a>This reformatted Good News article from 1955 discusses Sabbath-keeping in China in the 1800s.
\nIs God Unreasonable?<\/a> Some have suggested that if God requires Sabbath-keeping He is unreasonable. Is that true? Here is a link to a related article in Mandarin Chinese \u4e00\u4e2a\u4e0d\u5408\u7406\u7684\u795e\uff1f<\/a>
\nShould You Observe God\u2019s Holy Days or Demonic Holidays?<\/a> This is a free pdf booklet explaining what the Bible and history shows about God’s Holy Days and popular holidays. A related sermon is Which Spring Days should Christians observe?<\/a>
\n<\/a>Is Revelation 1:10 talking about Sunday or the Day of the Lord?<\/a>\u00a0Most Protestant scholars say Sunday is the Lord’s Day, but is that what the Bible teaches? Here is a link to a related sermon:\u00a0Lord’s Day, Day of the Lord, & Revelation 1:10<\/a>.
\n<\/a>Sunday and Christianity<\/a> Was Sunday observed by the apostolic and true post-apostolic Christians? Who clearly endorsed Sunday? What relevance is the first or the “eighth” day? A related sermon is also available: Sunday: First and Eighth Day?<\/a>
\nThe Gospel of the Kingdom of God<\/a> This free online pdf booklet has answers many questions people have about the Gospel of the Kingdom of God and explains why it is the solution to the issues the world is facing. Here are links to three related sermons: The World\u2019s False Gospel<\/a>, The Gospel of the Kingdom: From the New and Old Testaments<\/a>, and The Kingdom of God is the Solution<\/a>.
\n<\/span>The Ten Commandments: The Decalogue, Christianity, and the Beast<\/a> This is a free draft\/unedited pdf book explaining the what the Ten Commandments are, where they came from, how early professors of Christ viewed them, and how various ones, including the Beast of Revelation, will oppose them. A related sermon is titled: The Ten Commandments and the Beast of Revelation<\/a>.
\nWhere is the True Christian Church Today?<\/a> This free online pdf booklet answers that question and includes 18 proofs, clues, and signs to identify the true vs. false Christian church. Plus 7 proofs, clues, and signs to help identify Laodicean churches. A related sermon is also available: Where is the True Christian Church? <\/a>Here is a link to the booklet in the Spanish language: \u00bfD\u00f3nde est\u00e1 la verdadera Iglesia cristiana de hoy?<\/a> Here is a link in the German language: WO IST DIE WAHRE CHRISTLICHE KIRCHE HEUTE?<\/a> Here is a link in the French language: O\u00f9 est la vraie \u00c9glise Chr\u00e9tienne aujourd\u2019hui?<\/a>
\nContinuing History of the Church of God<\/a> This pdf booklet is a historical overview of the true Church of God and some of its main opponents from Acts 2 to the 21st century. Related sermon links include Continuing History of the Church of God: c. 31 to c. 300 A.D<\/a>. and Continuing History of the Church of God: 4th-16th Centuries<\/a> and Continuing History of the Church of God: 17th-20th Centuries<\/a>. The booklet is available in Spanish: Continuaci\u00f3n de la Historia de la Iglesia de Dios<\/a>, German: Kontinuierliche Geschichte der Kirche Gottes<\/a>, and Ekegusii Omogano Bw\u2019ekanisa Ya Nyasae Egendererete<\/a>.
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