A Chick-fil-A franchise operator is facing a federal lawsuit over allegations that it refused to accommodate an employee's religious beliefs and subsequently terminated her employment. The Equal Employment Opportunity Commission (EEOC) announced the lawsuit on Thursday against Hatch Trick, Inc., which operates a Chick-fil-A restaurant in Austin, Texas.
The Employee's Claims
Laurel Torode, who worked as a delivery driver manager at the Austin restaurant from September 2023 to February 2024, is a member of the United Church of God and observes the Sabbath on Saturdays. According to the lawsuit, Torode disclosed during her job interview that she could not work on Saturdays due to her religious practices. For several months, her schedule was accommodated, but in early February 2024, Hatch Trick allegedly informed her that she would be required to work Saturdays.
Torode proposed several alternatives to avoid working during Sabbath hours, but Hatch Trick representatives refused, the lawsuit claims. Instead, the franchise operator suggested she move to a non-managerial position that would not require Saturday work, but the new role would come with lower pay, reduced benefits, and fewer hours, according to the EEOC. When no agreement was reached, Hatch Trick fired Torode, describing the dismissal as a result of its unlawful denial of her request for reasonable accommodation of her religion.
Legal Context
Chick-fil-A is known for being closed on Sundays, allowing employees to rest, spend time with family, or worship. However, the lawsuit centers on Saturday accommodations. The EEOC is seeking back pay for Torode and an end to the alleged religious discrimination.
Acting EEOC Dallas Regional Attorney Ronald L. Phillips stated, "The duty under federal law to provide reasonable accommodation of religion reflects an acknowledgement by our society of the importance of faith in workers' everyday lives and an abiding respect for those who observe religious practices as an expression of that faith. Just as adherence to the dictates of one's own conscience is not optional, so too an employer's duty under Title VII is obligatory, and the EEOC stands ready to enforce that legal duty." Title VII of the Civil Rights Act of 1964 prohibits religious discrimination and requires employers to provide reasonable accommodations for employees' beliefs or practices.
The Independent has reached out to Chick-fil-A and an attorney representing Torode for comment.
