Question: Here is a case study: Emily works at IBM as a computer programmer. She is one of many similar programmers in the company. IBM generally

Here is a case study:

Emily works at IBM as a computer programmer. She is one of many similar programmers in the company. IBM generally requires the programmers to work on Sunday because a lot of the code they write will be used in other processes beginning on Monday. Emily has told her boss that she cannot work on Sunday because it is against her religion. After missing several Sundays, Emily is reassigned to a warehouse supervisor position that does not require her to work on Sundays. The warehouse position pays $5,000 less per year. Emily files a complaint with the EEOC based on religious discrimination. IBM contests the complaint. Who will prevail in this situation? Be sure to fully explain the applicable laws and how they apply.

I know that under Title VII of the civil rights act of 1964- a company can't demote/decrease pay solely on her religious practice..... but, could her not working on Sundays cause undue hardship to the company since they need the program to be ready by Monday. (it could cause the company to pay overtime which is an undue hardship on the company).

The main question I would like to know is, who will win this case. Please provide proof.

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