; (2) in subsection (j)(1) by inserting , after initiating and engaging in an affirmative and bona fide effort, after unable ; (3) in subsection (j)(1) by striking an employee’s and all that follows through religious and inserting an employee’s religious ; (4) by adding at the end of subsection (j)(1) the following: (2) (A) In this subsection, the term employee includes an employee (as defined in subsection (f)), or a prospective employee, who, with or without reasonable accommodation, is qualified to perform the essential functions of the employment position that such individual holds or desires. (B) In this paragraph, the term perform the essential functions includes carrying out the core requirements of an employment position and does not include carrying out practices relating to clothing, practices relating to taking time off, or other practices that may have a temporary or tangential impact on the ability to perform job functions, if any of the practices described in this subparagraph restrict the ability to wear religious clothing, to take time off for a holy day, or to participate in a religious observance or practice. (3) In this subsection, the term undue hardship means an accommodation requiring significant difficulty or expense. (A) For purposes of determining whether an accommodation requires significant difficulty or expense, factors to be considered in making the determination shall include— (i) the identifiable cost of the accommodation, including the costs of loss of productivity and of retraining or hiring employees or transferring employees from one facility to another; (ii) the overall financial resources and size of the employer involved, relative to the number of its employees; (iii) for an employer with multiple facilities, the geographic separateness or administrative or fiscal relationship of the facilities