Yes, there are more details I didn’t include in the interest of brevity. The details of the case are interesting, and I’d encourage you to read the full complaint if you’re interested (it’s linked as a PDF to the DOJ’s press release).
The long and short of it, according to the government’s case, is that the employee marked on her application that she wouldn’t be available to work on Saturdays and made that clear to her interviewers during the hiring process. Knowing that information, the city still hired her, but then supervisors scheduled her to work on a Saturday right away. The city’s rebuttal is that the employee said she could work “flexible” hours; the employee claims that she meant flexible outside of Sabbath-hours.
The crux of the matter is how much employers are required to do to accommodate someone who won’t work on Sabbath, and previous court opinions leave significant gray area. The DOJ says that “Lansing management did not discuss any potential accommodations with Coleman, including whether there were other open positions within Lansing for which she was qualified.”