Later this month, Abercrombie & Fitch, the brand made for the “popular kids”, will have its chance to argue that without explicit notification from the employee or applicant that a religious accommodation is required, there can be no liability under Title VII for a hiring decision based on the clothes worn by the applicant, even if worn for religious observance and practice. Click here to read Sasha E. Miller’s take on how the decision made in this case may impact employers.
