Religious discrimination can involve hiring, scheduling, dress or grooming, harassment, discipline, accommodation, or termination because of an employee's sincerely held religious practice or belief.
Start with the actual conflict
What work rule, schedule, task, dress requirement, event, or workplace practice conflicts with the religious observance or belief? What did the worker communicate, and what did the employer understand?
A religious-accommodation problem is easier to analyze when the requested change is concrete: a shift swap, schedule adjustment, exception to a dress rule, leave for an observance, or another identifiable practice.
Discrimination and accommodation are related but different
An employer can discriminate because of religion even when no accommodation request is involved. Conversely, an accommodation dispute can arise without overt hostility. Preserve comments, the request, proposed alternatives, operational concerns, comparators where relevant, and the decision.
Employer burden is fact-specific
The current federal standard requires more than a trivial burden to establish undue hardship, but the analysis remains tied to the particular workplace and proposed accommodation. Do not assume that coworker inconvenience or a manager's preference automatically resolves the question.
Harassment can be separate
Mocking religious beliefs, repeated derogatory comments, pressure concerning religious observance, or hostile treatment may raise a harassment issue depending on severity, frequency, context, and employer response.