Equal Employment Opportunity Commission v. Arlington Transit Mix Inc.

**What Happened:** Neil Taylor worked for Arlington Transit Mix Inc. and Arlington Masonry Supply Co. As a Fundamentalist Baptist, he was required to attend mandatory Wednesday evening church services. For two years, his employers allowed him to leave work early on Wednesdays to attend these religious services. However, the companies later changed their position and fired Taylor for continuing to leave early for church, even though his religion required his attendance. **What the Court Decided:** The Equal Employment Opportunity Commission (EEOC) sued the companies on Taylor's behalf and won. The court ruled that Arlington Transit Mix and Arlington Masonry Supply illegally discriminated against Taylor based on his religion when they fired him for attending mandatory church services. The court found it particularly significant that the employers had accommodated Taylor's religious needs for two years before suddenly refusing to continue doing so. **Why This Matters for Workers:** This case reinforces that employers must reasonably accommodate workers' religious practices unless doing so would cause significant hardship to the business. Workers cannot be fired simply for practicing their religion, especially when employers have previously shown they can accommodate those practices. If you need time off for religious observances, your employer may be legally required to work with you to find a solution.