Employer-employee cooperation and flexibility are key to the search for a reasonable accommodation. If the accommodation solution is not immediately apparent, the employer should discuss the request with the employee to determine what accommodations might be effective. If the employer requests additional information reasonably needed to evaluate the request, the employee should provide it.
The law may not guarantee a religious (or disabled) employee a preferred accommodation or even any accommodation, but it absolutely guarantees that employers engage employees seeking a reasonable accommodation in an interactive process to determine the appropriate accommodation (if any). If an employer dismisses an individual's accommodation request outright, it will be difficult, if not impossible, for that employer to show that it engaged in the required interactive process. In that case, even if the employee's request is not possible, unduly burdensome, or otherwise unreasonable, the employer nevertheless violates the law. Indeed, it's the surest way to turn a defensible accommodation claim into an indefensible litigation nightmare.