In this discussion, you will examine a case that held an employer’s “look policy” constituted disparate treatment towards a prospective employee’s religion, even though the employee never requested a religious accommodation.
From the Supreme Court’s opinion in EEOC v. Abercrombie & Fitch Stores, Inc., explain what happened and why the court found in favor of the prospective employee and against the employer. Why did the employer believe it had acted properly? Considering this decision, how would you advise Human Resources to handle the situation differently in the future?
Provide a real-life or hypothetical example of a religious accommodation (either a reasonable or unreasonable request) that you, as an HRM, might receive, and explain how you would handle it. Justify your response.
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