Under Title VII (42 USC 2000e(j)), an employer must accommodate an employee’s religious observance practice unless it is unable to do so without undue hardship in the conduct of the employer’s business.  Undue hardship requires substantially more than “more than de minimus cost.”  Instead, to establish “undue hardship,” an employer must show is that the burden of granting an accommodation would result in substantial increased costs in relation to the conduct of its particular business.  Impacts on coworkers are relevant only to the extent those impacts go on to affect the conduct of the business.  Further, a hardship that is attributable to employee animosity to a particular religion, to religion in general, or to the very notion of accommodating religious practice, cannot be considered “undue.”  Also, the test is not satisfied by proving that one possible accommodation would impose undue hardship.  The employer must consider all possible accommodations.