Religious Practices At Hollister, Inc. V. Abercrombie & Fitch Stores
Religion is an increasing component in the workplace. Reasonable accommodation of different religions in the workplace continues to be a problem within organizations. This paper will look at a discrimination case where religion accommodation is present, what laws, doctrines, and customs were related to the decision, and proactive policies to avoid a religious discrimination lawsuit.
EEOC V. Abercrombie & Fitch Stores, Inc.
Umme-Hani Khan started working at Hollister (owned by Abercrombie & Fitch) in 2009. At first she was asked to wear hijabs (religious headscarf) in Hollister colors, which she agreed, but in mid-February 2010 Khan was asked to take off her hijab because it violated the company 's "Look Policy (EEOC, 2013)." She was fired on February 23 for refusing to take off the hijab that she was compelled to wear by her religion. Khan filed an appeal in 2011 and in September 2013, the law judge ruled in favor for Khan stating that it was illegal to fire her solely on the fact that she wore a hijab (EEOC, 2013). Furthermore, the judge stated that Abercrombie could not establish an undue hardship defense based only on their "Look Policy." There have been several cases of discrimination against women that wear hijabs at Abercrombie (EEOC, 2013).
Laws Utilized in Decision
The main law used in the decision for the case was Title VII of the Civil Rights Act of 1964 (Title VII). Title VII prohibits discrimination…