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| | US v. Los Angeles Metropolitan Transit Authority |
 | | If a bus operator who has already been on Religious Unpaid Leave Status three times in a 365-day period fails to work his/her assigned shift notwithstanding any conflict with his/her Religious Obligations, the MTA may, but is not required to, terminate the bus operator's employment, with the bus operator not eligible for rehire. |
 | | The MTA's job marketing materials, job bulletins, job descriptions and employment application for bus operators shall state that the MTA is an equal opportunity employer, and does not discriminate on the basis of race, color, creed, national origin, gender, marital status, sexual orientation, religion, age, veteran status, or disability. |
 | | The MTA may require a bus operator applicant to inform the MTA as soon as possible during the application or interview process of the need for a religious accommodation and to specifically define and document all of his/her Religious Obligations that might affect his/her employment, so that he/she avoids or minimizes scheduling conflicts. |
| www.usdoj.gov /crt/emp/documents/LMTACD.htm (5315 words) |
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