The law vigorously protects our First Amendment right to freely exercise our religion (or lack thereof), and these protections extend into the employment context. Title VII of the Civil Rights Act of 1964 requires employers to accommodate employees whose sincerely held religious beliefs conflict with an employment requirement, unless accommodation poses an undue hardship on the employer. An employer may establish undue hardship by demonstrating that an accommodation would require more than a de minimis cost or would deny another employee his job shift preference in conflict with a bona fide seniority system, such as those outlined in a valid collective bargaining agreement. See Trans World Airlines, Inc. v. Hardison, 432 U.S. 63, 74 (1977); see also 29 C.F.R. § 1605.2(e).