A legal note: There are two major religious Bathurst Accommodation doctrines that deal with employment. The first is a statutory one created by Congress and by many state legislatures. Federal antidiscrimination statutes (and many of their state analogs) require employers to “reasonably accommodate” their employees’ religious objections to generally applicable employment rules, so long as such Bathurst Accommodation doesn’t impose a more than de minimis cost on the employer. Requests for time off for religiously commanded observance have long been common under these statutes; whether such requests need to be accommodated depends on how costly it would be for the employer to accommodate them. Such requests usually involve days off, for instance for observant Orthodox Jews or Sabbatarian Christians, but hours or minutes off for prayer is in principle no different. One may support or oppose such Bathurst Accommodation requirements, but Congress has chosen to implement them. The Osman case does not directly involve these statutory schemes.