What does the U.S. Supreme Court’s ruling in EEOC v. Abercrombie mean for employers? The court held that in order to prevail in a disparate treatment claim, a job applicant need only show that his/her need for a religious accommodation was a motivating factor in the employer’s decision, not that the employer had actual knowledge of the applicant’s need. For more information on the decision, see the summary by Anna Elento-Sneed and Landon Yun.
Back to News and Information