 Again, resolving such conflicts may involve the same kind of judgment employed in debates over accommodating minority religious practices. It may be that some jobs cannot be made available to people whose Sabbath falls on Friday or Saturday, because (in light of demographic considerations) the essential functions of those jobs require working on those days. But although the “essential function” standard appears objective and determinate, it is often subject to distributive considerations, e.g., about staffing requirements and business volume. A refusal to sustain the slightest loss of revenue to accommodate any minority religion might be a distributive injustice; a willingness to sustain greater losses to accommodate Jewish and Adventist employees than Muslim ones might involve misrecognition as well—the failure to treat Islamic practice as having the same value as other religious practices. Similarly, the violation of the ADA involved in refusing to display the same flexibility for disabled as for pregnant employees arguably constitutes both distributive injustice and misrecognition.