Sattar v. Motorola, Inc., 138 F.3d 1164, 1167 (seventh Cir. Johnson v. Spencer Press of Me., Inc., 364 F.3d 368 (1st Cir. See Johnson v. Spencer Press of Me., Inc., 364 F.3d 368 (1st Cir. See Peters v. Renaissance Hotel Operating Co., 307 F.3d 535, 552 (seventh Cir. Dev. Co., 28 F.3d 1446, 1454 (seventh Cir. Dev. Co., 28 F.3d 1446, 1454-55 (7th Cir. See Rasmy v. Marriott Int'l, Inc., 952 F.3d 379, 387-88 & n.34 (2d Cir. 1997) (awarding relief following jury finding that employer’s refusal to accommodate employee’s must have Easter day off, while understanding that she couldn't compromise her religious needs and the place it wouldn't have posed an undue hardship, amounted to constructive discharge in violation of Title VII); see additionally Venters, 123 F.3d at 972 (ruling that "the accommodation framework . Cir. 2014) (ruling that plaintiff didn't state a hostile work setting religion claim based mostly on receipt of an invitation and emails relating to a coworker’s similar-intercourse marriage); Sheikh v. Indep. " because of her religion). 2011) (stating the prima facie case of hostile work setting based mostly on religion). 2008) (reversing summary judgment for the employer and remanding the case for trial as a result of a reasonable fact finder might conclude that a Muslim worker who wore a kufi as a part of his religious observance was subjected to hostile work surroundings religious harassment when fellow employees repeatedly referred to as him "Taliban" and "towel head," made enjoyable of his appearance, questioned his allegiance to the United States, urged he was a terrorist, and made comments associating all Muslims with senseless violence); EEOC v. WC&M Enters., Inc., 496 F.3d 393, 398-401 (fifth Cir.
