Lynette was an employee at Irvin Industries Corp., which has 18 employees. She recently became a Seventh-Day Adventist and informed her employer that she can no longer work on Saturdays. While Saturday is not a regular workday, employees are frequently required to work on Saturdays and are informed of this condition of employment during the hiring process. Lynette was told by her supervisor that if the plant was operating on a Saturday, she would have to work unless she was sick, in which case she would have to produce a medical certificate. He explained to Lynette that he had no one to do her job, and her absence would slow down production. The following Saturday, Lynette did not report to work and failed to produce a medical certificate. She was fired as a result. She filed a claim with the EEOC for religious discrimination under Title VII (of the Civil Rights Act of 1964). Does Lynette have a valid claim of religious discrimination? Discuss all the pertinent details of this case, including the statute and its purposes, the employee prima facie requirements, and the employer defenses and obligations