requires the [employer] to do”) (citing 29 C.F.R. § 1605.2(d)(1)(D); Eversley v. MBank Dallas, 843 F.2d 172, 176 (5th Cir.1988) (finding reasonable accommodation where employer delayed planned schedule changes in order to accommodate employee and offered lower-paying position that did not conflict with Sabbath); Hudson, 851 F.2d at 266 (provisions set forth in a collective bargaining agreement which “provided a means by which [an employee] could bid upon work schedules, work domiciles-, vacation time, and personal leave ... [and] allowed [an employee] to modify her schedule by trading her entire schedule or specific days off with other employees,” taken together, provided the employee with a reasonable accommodation); Smith v. Pyro Mining Co., 827 F.2d 1081, 1088 (6th Cir.1987) (<HOLDING>). Taken together, we believe that the efforts
holding injured employee who asked his employer for medical assistance and employer refused and employee then went to physician of his own choice employee could recover medical benefits holding employee could proceed against employer in action for fraudulent misrepresentation where employees complaint alleged inter alia employee was regularly exposed to lead fumes and dust at place of employment employer tested employees blood to monitor lead levels employer willfully and intentionally withheld employees test results which showed employee had developed leadrelated diseases and employer subsequently altered those results to induce employee to continue working for employer employee further alleged employers concealment of employees condition prevented employee from reducing his exposure to lead and obstructed him from receiving appropriate medical treatment and that delay in treatment resulted in aggravation of employees injury holding that as long as employee has no religious constraints against arranging his own schedule swap with other employees employer reasonably accommodates employee by simply allowing swaps holding that so long as the plaintiff had no religious constraints against arranging his own schedule swap with other employees it would be a sufficient reasonable accommodation for the employer simply to be amenable to such a swap without requiring the employer itself actively to solicit other employees to make such a swap holding that notwithstanding fact that employer brought suit in its own name pursuant to ocga  349111 c only for the liquidated amount that had been paid to the employee in workers compensation benefits after employee failed to file his own tort action within one year of injury employee was not precluded from bringing his own separate action to recover for personal injuries and loss of consortium but noting that employee received notice of employers suit only after filing his own action suggesting that court in which employers action was pending had wrongly denied the employees motion to intervene to which motion employer had objected noting that if employee had not moved to intervene in other action employees separate action would have been barred by laches and holding that thirdparty tortfeasor could move for mandatory joinder of the employer in the employees action