York Academy Charter School Faces Jury Trial
A federal court denied a summary judgment motion in a religious discrimination case involving a former employee.
Updated on Sept. 30, 2026 in Other Religions
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The U.S. District Court has ruled that a former York Academy Regional Charter School business manager can take her religious discrimination and constructive discharge claims to trial. The dispute arose after the school denied her request to accommodate her observation of the Lunar Sabbath.
Why it matters
The court determined that the employer failed to offer a reasonable accommodation for the employee's religious practice or engage in a meaningful interactive process. This ruling reinforces an employer's duty to address religious accommodation requests rather than summarily rejecting them.
The employee requested to maintain her 40-hour workweek by shifting to four 10-hour workdays to observe the Lunar Sabbath. This request sought an alternative to the school's standard 5-day work schedule.
The players
York Academy Regional Charter School
This is a public charter school located in York that serves local students.
Monik Johnson
She is the former business manager at the school who brought the discrimination claims.
U.S. District Court for the Middle District of Pennsylvania
This federal judicial body is presiding over the religious discrimination lawsuit.
The details
The employee resigned the day after the school's Board of Trustees denied her accommodation request, which the CEO had presented without disclosing the employee's potential scheduling flexibility. The court noted that the school's failure to propose a counter-accommodation after citing undue hardship was legally insufficient.
Timeline
In October 2023, the trial court denied two motions to dismiss the complaint.
On September 23, 2026, the court denied the school's motion for summary judgment.
Culture Shift
This case reflects a broader trend of increased legal scrutiny regarding how institutions handle religious diversity in the workplace. The court's decision signals a departure from policies that prioritize rigid scheduling over statutory requirements for religious accommodation.
Employees in the area should note that employers are required to seek reasonable accommodations for sincerely held religious beliefs rather than outright denials. This ruling clarifies that workers may have legal recourse if their requests for religious observance are ignored or misrepresented to management boards.
The takeaway
Employers must engage in a good-faith dialogue when workers request scheduling adjustments for religious reasons. Proposing alternatives is a critical step that can help organizations avoid costly and lengthy litigation.
Further reading
Learn more about legal interpretations of faith in the workplace in the Other Religions section.
Source note: This article includes information reported by The National Law Review - A Free To Use Nationwide Database of Legal Publications.
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