Opinion ID: 28908
Heading Depth: 3
Heading Rank: 1

Heading: George's Motion for Summary Judgment

Text: To establish a prima facie case of religious discrimination, George must show that: (1) she has a bona fide religious belief that conflicted with an employment requirement; (2) the employer was informed of that belief; and (3) she was discharged for failing to comply with the conflicting employment requirement. Daniels, 246 F.3d at 506; Bruff v. N. Miss. Health Svcs., Inc., 244 F.3d 495, 499 n.9 (5th Cir.), cert. denied, 122 S. Ct. 348 (2001). In this case, Home Depot has demonstrated a genuine issue of material fact on each of the three elements. There is a genuine issue of material fact as to whether George has a bona fide religious belief that precludes her from working on Sundays. George has testified that she believes being a devout Catholic means that she cannot work on Sunday. George has also provided testimony of two Catholic priests to this effect. Home Depot disputes that George's belief is bona fide, No. 02-30026 -7- citing her decision to work on some Sundays and testimony that some Catholics do not believe they cannot work on Sundays. Home Depot also cites evidence that George's belief arose in response to her learning of a lawsuit between Home Depot and another individual whose religious belief precluded him from working on Sundays. There is also a genuine factual issue as to whether George informed Home Depot of her religious belief. George testifies that she told store co-manager Emmel that she could not work on Sundays when she began her employment at the Harahan store. After her transfer to the kitchen and bath department, George contends that she told her immediate supervisor, the kitchen and bath department manager, and the assistant store manager that she could not work on Sundays. Home Depot contends that it first learned of George's religious belief during George's meeting with Bordelon on August 7, 1999. In support, Home Depot cites several employees' denials that George told them of her beliefs and evidence that George agreed to work Sundays as part of her transfer to the kitchen and bath department. Finally, there is a genuine issue of material fact as to whether George was discharged because of her failure to work on Sundays. As a result of the August 7 meeting, George contends that Bordelon terminated her employment; Home Depot contends that George resigned. No. 02-30026 -8- Thus, the district court properly denied George's motion for summary judgment.