Justices Try to Define Religious Accommodation Standard

Job applicants should be required to provide employers with direct, explicit notice about their religious practices or beliefs before an employer's duty to accommodate is triggered under Title VII of the 1964 Civil Rights Act, argued attorney Shay Dvoretzky, representing the retailer. Dvoretzky, of Jones Day in Washington, D.C., asked the justices to uphold the ruling of the 10th U.S. Circuit Court that Abercrombie isn't liable for failing to accommodate Samantha Elauf, a Muslim woman who wore a hijab to a job interview, because she never indicated that she required an accommodation.

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