Davis was a Desktop Support Supervisor responsible for supervising about fifteen information technology technicians. Over the weekend of July 4, 2011, the County was installing new desktop computers, network components and audio-visual equipment into its new facility. For this reason, it required all employees to be present. Davis advised that she could not be present on Sunday morning, July 3, because of a previously scheduled religious commitment, (a special church service). but that she could attend after the service. She also arranged for a replacement during her absence, as she had done in the past. The county did not approve her absence, telling her that it would be grounds for a write-up or termination. After Davis attended her church event and did not report to work, the County terminated her. Davis sued alleging religious discrimination in violation of Title VII. The district court entered summary judgment in favor of the County, and Davis appealed. 

1. What are the legal issues in this case? What did the appeals court decide? 

2. Was this employee acting in accordance with a sincerely held religious belief or practice when she missed work on the morning of June 3, 2011? Why or why not? 

3. What do you think of the dissenting judge’s focus on the underlying motivation of employees in assessing whether their beliefs or actions are religious in nature? Do you agree with his statement that attendance at a church service because one enjoys listening to the choir is not a religious belief or practice? Why or why not?

4. Was there a reasonable accommodation that this employer could have provided without incurring undue hardship? Why or why not?