In Yeager v. FirstEnergy Generation Corp., the Sixth Circuit lately affirmed the Northern District of Ohio’s judgment dismissing Yeager’s complaint under Federal Rule of Civil Procedure 12 (b)(6) to fail to condition claims where relief could be granted. The complaint alleged FirstEnergy discriminated against Yeager based on his religion, in breach of Title VII from the Civil Legal rights Act of 1964 and Ohio Revised Code Chapter 4112, by refusing to employ him or by terminating his employment while he unsuccessful to supply a ssn. Yeager is really a Fundamentalist Christian who disavowed his ssn since the number would get him to possess the “Mark from the Beast” which his religion prohibits.
The Sixth Circuit reaffirmed the well-established rule that although condition and federal law generally requires a company to reasonably accommodate an employee’s sincerely-held faith, Title VII doesn’t need a company to reasonably accommodate an employee’s faith when the accommodation would violate a federal statute. Here, the government requires employers for example FirstEnergy to gather and supply the social security figures of the employees. FirstEnergy’s assortment of Yeager’s ssn is really a “requirement enforced by law” and for that reason no “employment requirement” that will require reasonable religious accommodation.