In the TWA V

In the TWA v. Hardison case, the airline needed an employee to work on Saturdays, but the employee did not want to do so because of his religious beliefs. The Supreme Court held that TWA:

A) was liable because it discriminated against the employee on religious grounds.
B) was liable because it offered the employee no reasonable accommodation.
C) was not liable because the employee's requests were illegal.
D) was not liable because TWA offered a reasonable accommodation.