Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973). 5 . Despite conceding that each Plaintiff made a prima facie claim; on appeal Kellogg points out that it fired Tabura after he.amassed more than sixteen disciplinary points, and Kellogg assessed the last two points, not when Tabura missed a Saturday shift, but instead when he clocked in late after lunch on two occasions. Even so, there is evidence in the record from which a jury could find that all but two of the sixteen disciplinary points leading to Tabura’s termination were for missing his Saturday shifts. Moreover, other circuits conclude' that a plaintiff can satisfy the third prong of his prima facie claim by showing he was disci-pliüfed or threatened with termination, rather than actua 51-53 (7th Cir. 2012) (<HOLDING>); Rodriguez v. Chi., 156 F.3d 771, 775-76 (7th
holding accommodationchanging to late shiftthat eliminated conflict by allowing employee to attend religious services was reasonable holding that a notice recommending termination of an employee to the board without notice to the employee of employees right to attend and dispute the claims violated due process holding that because the employee had engaged in similar religious conduct on prior occasions employer had notice of the conflict holding that limitations placed upon the religious activities of two prison groups found to be religious organizations were reasonable under the circumstances holding that religious exercise is any exercise of religion whether or not compelled by or central to a system of religious belief and that the use building or conversion of real property for the purpose of religious exercise shall be considered  religious exercise