From the EEOC press release on the lawsuit:
According to the EEOC's suit, UPS failed to accommodate the request of a newly hired truck loader at its Saddle Brook, N.J. facility to modify his schedule so that he could attend the Memorial of Christ's Death, an annual religious service, pursuant to his beliefs as a Jehovah's Witness. The employee requested that he either start a different day, start later than his scheduled time on his start date, or be given an hour's leave during his shift to attend the ceremony and return to work. UPS denied his request, the EEOC said, requiring that he report to work as scheduled, and told him this was non-negotiable. When the employee refused to compromise his religious beliefs and attended the Memorial instead of reporting to work, UPS fired him. UPS also assigned him a "do not hire" status, and refused to hire him when he applied for a different position at UPS's Staten Island facility.
This alleged conduct violates Title VII of the Civil Rights Act of 1964. The EEOC filed the lawsuit in the U.S. District Court for the District of New Jersey (Civil Action No.: 2:12-CV-07334) after first attempting to reach a voluntary settlement out of court.Religious accommodations are similar to accommodations made for disabilities. They are not automatically granted and are only disallowed if the employer can prove the accommodation would prove to be an "undue hardship."