Headscarves and “East Coast fashion”: SCOTUS to set standard on religious accommodation
on February 25, 2015
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Today, the Supreme Court heard oral arguments in a case that pits the concept of religious accommodation against company dress codes and hiring practices.
Just writing it out makes it sound depressing, doesn't it? The facts don't make things much better. Back in 2008, Samantha Elauf, an observant Muslim, applied and was interviewed for a job at teen-friendly retailer Abercrombie & Fitch. She impressed the hiring manager, but when the time came to make a decision, the manager decided not to hire Samantha because she had concerns about whether or not Samantha would insist on wearing her headscarf to work. This would have been a violation of Abercrombie's "Look Policy," which dictates that employees conform to a strict set of style guidelines that specifically prohibit head coverings and black clothing.
After Samantha failed to get the job, a friend of hers already employed with the retailer asked the hiring manager for her reasons, and the manager indicated that the headscarf played a part in her decision.
Welcome to the Supreme Court, Abercrombie. Enjoy your stay.
The EEOC sued on Elauf's behalf on grounds of religious discrimination, and down came a $20,000 award in favor of her case. The 10th circuit overturned the decision, saying that because Elauf never asked for an accommodation, the company wasn't liable for not offering one; the Court was uncomfortable holding employers to a standard that would require them to ask about a religious exemption they may not know an employee needs.






