Employer-employee cooperation and flexibility are key to the search for a reasonable religious accommodation. If the accommodation solution is not immediately apparent, an appropriate management official in a session facilitated by the assigned DCR staff member will discuss the request with the employee to determine what accommodations might be effective. If CBP requests additional information reasonably needed to evaluate the request, the employee should provide it. For example, if an employee has requested a schedule change to accommodate daily prayers, CBP may need to ask for information about the religious observance, such as time and duration of the daily prayers, in order to determine whether accommodation can be granted without posing an undue hardship on the operation of CBP. Moreover, even if the employer does not grant the employee’s preferred accommodation, but instead provides an alternative accommodation, the employee must cooperate by attempting to meet his or her religious needs through the proposed accommodation.