The US federal government has filed a lawsuit against an Austin-based Chick-fil-A franchisee for alleged religious discrimination. The lawsuit, brought by the US Equal Employment Opportunity Commission (EEOC), claims that Hatch Trick Inc. violated federal law by refusing to accommodate an employee’s religious practices. The legal action followed the wrongful termination of a manager who requested to observe her religious Sabbath.
The employee is a member of the United Church of God, a Christian denomination that strictly observes the Sabbath on Saturdays.
According to the EEOC complaint filed in the U.S. District Court for the Western District of Texas, the employee clearly disclosed her religious scheduling needs during her initial job interview in August 2023. While the franchisee initially honored her request to remain off the schedule on Saturdays, management abruptly reversed its policy in February 2024. The manager repeatedly met with company officials to propose alternative arrangements, such as working only after sundown or having other drivers cover dispatcher duties. Hatch Trick Inc. rejected all proposed accommodations and demanded she work the Saturday shifts.
Company leadership subsequently informed her that maintaining a managerial position was impossible without Saturday availability. She was offered a demotion to a non-managerial delivery driver role, which came with lower hourly pay, reduced benefits, and fewer hours. When she declined to accept the lower-paying position, the franchise immediately terminated her employment.
The EEOC initiated the federal lawsuit after pre-litigation settlement talks through an administrative conciliation process broke down. Norma Guzman, director of the EEOC`s San Antonio Field Office, emphasized that employers are legally obligated to provide reasonable accommodations for sincerely held beliefs. She added that no worker`s livelihood should ever be sacrificed to maintain their religious convictions.
While Chick-fil-A corporate locations are famously closed on Sundays to allow workers to rest and worship, corporate representatives declined to comment directly on the litigation. Instead, the parent company stated that all employment and staffing decisions remain the sole responsibility of individual franchise operators.
