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Trans World Airlines, Inc. v. Hardison Case Brief
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Case Brief Summary & Legal Analysis
tl;dr: An employer is not required by Title VII to accommodate an employee’s religious practices by violating a bona fide seniority system or by incurring anything more than a minimal, or “de minimis,” cost. The employer, TWA, prevailed.
Legal Significance: This landmark case established the “de minimis cost” standard for what constitutes an “undue hardship” on an employer under Title VII’s religious accommodation requirement, significantly limiting the scope of an employer’s duty to accommodate.
Trans World Airlines, Inc. v. Hardison Law School Study Guide
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Case Facts & Court Holding
Key Facts & Case Background
Respondent Larry Hardison, an employee of petitioner Trans World Airlines (TWA), was a member of the Worldwide Church of God, which prohibits work from sunset Friday to sunset Saturday. TWA’s Kansas City maintenance base operated 24/7, and shift assignments were governed by a collective bargaining agreement (CBA) with the International Association of Machinists and Aerospace Workers (IAM). The CBA included a seniority system for bidding on shifts and jobs. After Hardison voluntarily transferred to a new building, he lacked the seniority to avoid Saturday shifts. TWA held meetings with Hardison and authorized the union to seek a voluntary shift swap, but none could be arranged without violating the seniority system, which the union was unwilling to do. TWA rejected Hardison’s proposals that he work a four-day week or that TWA find a replacement, as these would leave a shift understaffed, require paying premium overtime wages, or force a senior employee to switch shifts. After refusing to work on Saturdays, TWA discharged Hardison for insubordination. Hardison sued TWA and IAM for religious discrimination under Title VII.
Court Holding & Legal Precedent
Issue: Does Title VII of the Civil Rights Act of 1964 require an employer to accommodate an employee’s religious observance by breaching the seniority provisions of a valid collective bargaining agreement or by incurring more than a de minimis cost?
No. TWA did not violate Title VII because its proposed accommodations were Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco
IRAC Legal Analysis
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IRAC (Issue, Rule, Analysis, Conclusion) is the exact format professors want to see in your exam answers. Our exclusive Flash-to-Full briefs combine holding, analysis, and rule statements formatted to match what A+ students produce in exams. These structured briefs help reinforce the essential legal reasoning patterns expected in law school.
Legal Issue
Does Title VII of the Civil Rights Act of 1964 require an employer to accommodate an employee’s religious observance by breaching the seniority provisions of a valid collective bargaining agreement or by incurring more than a de minimis cost?
Conclusion
This decision remains a cornerstone of religious accommodation jurisprudence, establishing a high Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis no
Legal Rule
Under Title VII, an employer is not required to take steps inconsistent Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum do
Legal Analysis
The Supreme Court's analysis centered on the statutory concepts of "reasonable accommodation" Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum. Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum. Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum. Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cill
Flash-to-Full Case Opinions
Flash Summary
- An employer’s duty to provide religious accommodation under Title VII does