An employer who terminated an employee for failing to work on a religious holiday was not liable for failing to accommodate the employee's religious beliefs, where the employer provided several options for the employee to avoid working on such holidays. In EEOC v. Firestone Fibers & Textiles Co., the employer provided an employee with a number of methods to avoid working on his Sabbath and religious holidays, including floating holidays, annual leave, shift swaps, and up to 60 hours of unpaid leave per year. When these methods were not enough to allow the employee to avoid working on a religious holiday, the employee was terminated. The Fourth Circuit Court of Appeals held that the employer satisfied its obligation to provide reasonable accommodation through the various methods it provided the employee to allow him to avoid working on the religious holiday, and that it was not required to violate the terms of its seniority-based collective bargaining agreement or infringe upon the rights of other employees to further accommodate the employee.