Summary: Abercrombie & Fitch Stores, Inc.

The United States of America constantly revise its civil rights policies to accommodate the rising cases of firing of employees from jobs on the basis of religious beliefs and practices. For example, Title VII challenges the employers on accommodating the employees without religious discrimination. A recent court case on the firing of an individual on the basis of religious belief is EEOC & Khan v. Abercrombie & Fitch Stores, Inc. et al., that got filed in 2011 and ruled in 2013. The case facts involved a jointly filing of EEOC and Khan for damages and declaratory relief for employment discrimination of Umme-Hani Khan on the basis of religion (USEEOC v. Abercrombie & Fitch Stores, 2013). The federal judge in San Francisco found that Abercrombie was liable for firing Khan for wearing hijab while at work. Abercrombie & Fitch, Inc; a clothing retail store has a Look Policy that guides employees on expected clothing during working hours. The plaintiff Umme-Hani Khan got interviewed while wearing her hijab and began working as a part-time impact employee at Hollister store

According to the Islam religious practices, a lady should wear her hijab while in public and in the presence of people that are not her immediate family members (USEEOC v. Abercrombie & Fitch Stores, 2013). The federal court found the Abercrombie liable through utilization of Title VII, 42 U.S.C. section 2000e-2(a)(1) that prohibits discrimination based on religion. The Title VII prohibits an employer from discharging or discriminating an employee with respect to religious practices, observance, and beliefs (Bowal & Goloubev, 2010). The legal doctrines of the court case involved the Ninth Circuit that analyzed the religious accommodation claims as stated in Title VII and establishment of the undue hardship that may accrue when the Abercrombie continue holding Khan in the