Marriott Settles Religious Accommodation Lawsuit for $175,000 After Sabbath Scheduling Dispute

Background

Marriott Vacations Worldwide Corporation and Marriott Ownership Resorts, Inc., companies involved in selling timeshare programs for hotel and vacation club properties, have resolved a federal lawsuit alleging religious discrimination. The case focused on the treatment of a sales executive whose religious observance conflicted with weekend work schedules.

Incident Details

According to court filings, the employee, a Seventh-day Adventist, was initially granted a workplace accommodation that allowed her to avoid working on Saturdays in order to observe her Sabbath. This arrangement enabled her to perform her role without conflict between her job responsibilities and religious beliefs.

Following a change in management, the accommodation was withdrawn. The employee was repeatedly scheduled to work on Saturdays despite raising concerns and requesting reinstatement of the accommodation. As a result, she was unable to work during those shifts, which negatively affected her sales opportunities and commission earnings. The situation ultimately led to her resignation in June 2023 after being forced to choose between continued employment and adherence to her faith.

Legal Background

The lawsuit was brought under Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on religion. Title VII requires employers to reasonably accommodate an employee’s sincerely held religious beliefs and practices unless doing so would create an undue hardship on business operations. Revoking an existing accommodation without justification or failing to engage in an ongoing accommodation process may expose employers to liability under federal law.

Settlement and Relief Provided

The case was resolved through a three-year consent decree approved by the U.S. District Court for the Middle District of Florida. Under the agreement, Marriott Vacations Worldwide and Marriott Ownership Resorts agreed to:

• Pay $175,000 in monetary relief to the former employee
• Update religious accommodation policies at Sheraton Vacation Club properties in Florida
• Provide targeted training for managers, supervisors, and human resources personnel involved in overseeing sales executives
• Post workplace notices informing employees of their rights under federal anti-discrimination laws
• Submit periodic reports documenting religious accommodation requests and how they are addressed

Key Takeaways

1. Religious accommodations must be maintained unless an employer can demonstrate undue hardship.
2. Revoking an established accommodation without proper justification can result in legal exposure.
3. Scheduling practices that interfere with religious observance may constitute discrimination under Title VII.

Conclusion

The Marriott settlement underscores the importance of consistent and legally compliant handling of religious accommodation requests. Employers are expected to respect sincerely held religious practices and to reassess accommodations carefully when management or operational changes occur. The case serves as a reminder that failure to do so can lead to significant financial liability and mandatory corrective measures.