of Mann, and the Union was not willing to waive the filing of a grievance if Higgins had been forced to work overtime in Mann’s place. The Postal Services’ efforts satisfied Title VIPs reasonable accommodation provision. See Hardison, 432 U.S. at 83 n. 14, 97 S.Ct. at 2276 n. 14. Second, the seniority system and the voluntary ODL in the collective bargaining agreement themselves represented significant accommodations to Mann’s religious needs. Hardison held that the seniority system in place at TWA established a neutral vehicle for minimizing occasions when an employee would be scheduled to work a Sabbath day, and, as such, the seniority system itself constituted a significant accommodation to the religious needs of employees. Id. at 78, 97 S.Ct. at 2273. See also Cook, 981 F.2d at 339 (<HOLDING>). In the instant case, the seniority system and
holding that although of course an employee is not required to modify his religious beliefs a reasonable accommodation need not be on the employees terms only holding that employer reasonably accommodated seventh day adventist employee by inter alia agreeing to permit any shift exchanges that employee could arrange on his own holding that a seniority and absenteeism system itself provided reasonable accommodation to a seventh day adventist employees religious needs holding that an employers statement about an employees age making him eligible for retirement simply recognized a fact concerning the employees seniority an observation which did not imply seniority was the reason for discharge holding that a requested reassignment was not reasonable because it would violate the seniority rights of other employees