either side oh the record before us. IV. CONCLUSION .Plaintiffs’ religious practice of weekly observing the Sabbath by refraining from work from sundown Friday through sunset Saturday conflicted with Kellogg’s requirement that its production employees work every other Saturday. Title VII required Kellogg reasonably to accommodate Plaintiffs’ religious practice, if Kellogg could do so without incurring undue hardship to its business. Whether Kellogg reasonably accommodated Plaintiffs’ Sabbath observance and, if not,’ whether Kellogg could do so without undue hardship, must await further proceedings. We, therefore, REVERSE the district court’s decision granting Kellogg summary judgment on Plaintiffs’ failure-to-accommodate claims and REM Prevention, 669 F.3d 1277, 1293 (11th Cir. 2012) (<HOLDING>); Morrissette-Brown v. Mobile Infirmary Med.
holding that an employees private arbitration agreement with her employer precluded her from filing suit against the employer under the adea holding that employers must when appropriate accommodate a disabled employee by reassignment to a vacant position if employee cannot be accommodated in existing job holding after stating that a reasonable accommodation eliminates the conflict that employer reasonably accommodated employee counselor whose religious views precluded her from counselling individuals involved in a same sex romantic relationship by removing employee from counselling position and offering to help her find new noncounselling position within the agency holding that a prima facie cases was established where the plaintiff offered evidence showing that 1 the majority of her responsibilities were not eliminated but transferred to an employee outside of the protected class and 2 the employee was not offered to remain in her position holding that the employers failure to interact with the employee does not preclude the employee from losing on summary judgment because the employee must still prove that a reasonable accommodation could have been made