Abercrombie & Fitch Doesn't look too good to Supreme Court

In a case we discussed earlier, the U.S. Supreme Court did not appear impressed with Abercrombie & Fitch's recent argument that a hijab wearing applicant needed to ask for religious accommodation before they were obliged to grant it to her. News sources have reported that oral argument this past Wednesday seemed to favor Samantha Elauf's right to an accommodation even though the teenage, Muslim job applicant in Tulsa did not explicitly tell Abercrombie & Fitch that she was wearing the black head scarf for religious reasons.   More ›

Employer not Required to Provide Religious Accommodation; Undue Hardship Proven

In what seems to be a rather rare result these days, an employer facing religious discrimination claims actually prevailed on its undue hardship defense!

In Equal Employment Opportunity Commission v. JBS USA, LLC, No. 10-318 (Dist. Nebraska, October 11, 2013), though the court found that the refusal to accommodate employees' religious prayer practices constituted religious discrimination, the court found that the employer proved its affirmative defense that it could not accommodate the requests because it would cause undue hardship. More ›

EEOC Fails to Establish Employer’s Alleged Religious Discrimination

An applicant sought a position with a retail clothing company that had a "Look Policy," which required employees to dress in clothing that was consistent with the type of clothing sold in the stores. The policy precluded the wearing of caps, though the term was not defined. If, during the interview process, there is an issue about the application of the Look Policy, or if there's a request for a deviation from the policy due to religious practices, the manager is to contact a supervisor or human resources to determine how to proceed. More ›

Ohio Court Allows Employee to Pursue Religious Discrimination Claim Based on Veganism

Veganism = religion? Well, it's certainly akin to a religious belief, holds a federal district court in Ohio. More ›

Employer not Required to hire Independent Contractors to Accommodate Employee’s Religious Observance

The Fourth Circuit recently held that an employer did not have to hire independent contractors or take other action which would have been detrimental to other employees in order to accommodate the religious beliefs of one of its drivers. More ›