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hard pressed justifying undue hardship, given the number of employees in the same clasification. Our corp office contends that the language on our application which states that, if hired, employees must agree to be able to work any shift, and that that would be the guiding principle, that by accepting that, they give up their rights to refuse to work on Sunday. So the ee would have to work or be gigged under the attendance policy. I contend that such language in an application does not and cannot negate a person's religious accommodation rights under Title VII. Anybody want to weigh in on this?