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One to Keep an Eye On: EEOC v. Abercrombie & Fitch, United States Supreme Court


As with many employment and labor law related cases that are being litigated around the country, there are always a few that stand out.  This is one to keep an eye on.


Facts:  Samantha Elauf applied for a job at and Abercrombie & Fitch Kids store in 2008.  At the interview, Elauf wore a head scarf but did not specifically say that, as a Muslim, she wanted the company to give her a religious accommodation.  Nevertheless, Abercrombie denied Elauf the job on the grounds that wearing the scarf vioalted Abercrombie's "Look Policy" for its employees.  For those wondering, the "Look Policy" is Abercrombie's requirement that its employees dress in clothing that is consistent with the kinds of clothing that Abercrombie sells in its stores, identified as "a classic East Coast collegiate style of clothing." 

The EEOC subsequently filed a suit on Elauf's behalf in 2009 on the grounds that Abercrombie's "Look Policy" and decision not to hire Elauf violated Title VII of the Civil Rights Act of 1964. 

Looking Back:  The federal district judge who initially heard the suit granted summary judgment in favor of Elauf and the EEOC.  However, the 10th Circuit Court of Appeals found that Elauf was required to ask for a religious accommodation to prevail upon her claim, which she had apparently failed to do.  As a result, the Court of Appeals reversed and remanded the case.

The Main Issue:  Whether an employer can be liable under Title VII of the Civil Rights Act of 1964 for refusing to hire an applicant or discharging an employee based on a "religious observance and practice" only if the employer has actual knowledge that a religious accommodation was required and the employer's actual knowledge resulted from direct, explicit notice from the applicant or employee.

Lower Court Opinion:  http://www.ca10.uscourts.gov/opinions/11/11-5110.pdf

Current Status:  On October 2, 2014, the United States Supreme Court granted the petition from the EEOC and agreed to hear the case. 


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