The case was between Equal Employment Opportunity Commission (EEOC) and Abercrombie & Fitch Stores, Inc in 2006. The case started on Feb 25, 2015, and came to final decision on Jun 1, 2015. The facts of the case can be summarized to the Abercrombie & Fitch Co has drawn criticism for not hiring a Muslim woman because of her headscarf. The United States Supreme Court ruled in favor of a Muslim woman, who was sued for discrimination after being denied a sales job at an Abercrombie & Fitch Co clothing store in Oklahoma for religious reasons. Respondent Abercrombie & Fitch Stores, Inc., operates several lines of clothing stores, each with its own “style.” Consistent with the image Abercrombie seeks to project for each store, the company imposes …show more content…
Instead, the company stated that she should not win a religious freedom complaint because she never said in the interview that she was wearing the head scarf for religious reasons. However, in an 8-1 decision in the important religious rights case, the court favored Samantha Elauf. Particularly, the United States Supreme Court ruled that a company held liable under Title VII of the Civil Rights Act of 1964 for refusing to hire an applicant based on a religious observance or practice if the employer did not have direct knowledge that a religious accommodation was required. According to Title VII of the Civil Rights Act of 1964 78 Stat. 253, it is unlawful for an employer: “(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national …show more content…
The case has taken a broader view that the employer strictly prohibits discrimination and harassment in the workplace. As Elauf said in a statement issued by the EECO, observance of one’s faith should not have prevented them from getting a job. This is not the first time Abercrombie & Fitch’s ‘look policy’ has been brought to the media’s attention about discrimination. In 2009, Riam Dean made a claim against Abercrombie & Fitch for disability discrimination for wearing a cardigan to cover her prosthetic arm, and was told to stop working on the shop floor unless she removed her cardigan. Miss Dean was finally awarded around £8,000 for unlawful harassment for a reason relating to her disability. Abercrombie should learn a lesson, and objectively justify the “Look Policy”. The winning of Elauf and Riam cases protects applicants from being discriminated based on their religions; everyone should have an equal chance to apply for an accommodation. Although discrimination in the workplace is illegal in the United States and a number of other countries in the world, the practice still happens. I am glad that employees have an organization such as EEOC to protect them from being discriminated based on race, religion, disability, age, national origin, and
One of the issues in the case EEOC v. Target Corp. is that the EEOC alleged that Target violated the Title VII of the Civil Rights Act of 1964 by engaging in race discrimination against African-American applicants who were interested in management positions. It is argued that Target did not give the opportunity to schedule an interview to plaintiffs, Kalisha White, Ralpheal Edgeston and Cherise Brown-Easley, because of racial discrimination. On the other hand, it argues that Target is in violation of the Act because the company failed to retain and present records that would determine if there was reason to believe that an unlawful practice had been committed.
J. Crew, also known as J. Crew Group Inc., is a private label company known for its preppy fashions that are fashionable yet costly. Essentially, the company was owned by the Cinader family for most of its history. Mitchell Cinader and Saul Charles founded the company in 1947. It was originally known as Popular Merchandise Inc. doing business as the Popular Club Plan, in which Mitchell’s son Arthur was the overseer. The company sold women’s clothing through in-home demonstrations. In the early 1980’s, Cinader and Charles observed catalog retailers such as Land’s End, Talbots and L.L. Bean reporting rising sales in revenue. With intentions to increase sales and duplicate success of these well known companies, Popular Club Plan began its own catalog (http://www.fundinguniverse.com/company-histories/j-crew-group-inc-history/).
Oak-Rite Manufacturing Corp., Brenda Enlow applied for a position with Oak-Rite manufacturing and was denied because all employees were required to wear pants and as a member for the Holiness Church, Brenda’s religious beliefs only allowed to wear long skirts. These skirts could pose a hazard around machinery. The EEOC sued on Ms. Enlows behalf arguing that Oak-Rite should accommodate Ms. Enlow by allowing her to wear reasonably close-fitting denim or canvas skirts. Oak-rite argued that doing so would cause an undue hardship of experimenting with employee’s safety when they had a known dress code that was effective. The court agreed, stating that the employer’s limited duty of accommodation under Title VII does not require an employer to choose between potential Title VII liability on the one hand and potentially increased risk of workplace injuries on the other (FLAKE,
In today’s world, the American still has barriers to overcome in the matter of racial equality. Whether it is being passed over for a promotion at the job or being underpaid, some people have to deal with unfair practice that would prevent someone of color or the opposite sex from having equal opportunity at the job. In 2004, Dukes vs. Wal-Mart Stores Incorporation was a civil rights class-action suite that ruled in favor of the women who worked and did not received promotions, pay and certain job assignments. This proves that some corporations ignore the 1964 Civil Rights Act, which protects workers from discrimination based on sex, race, religion or national origin.
In January 1986, S. Simcha Goldman filed a lawsuit and fought for freedom of religious expression for service members after receiving disciplinary action for failure to comply with uniform regulation while working as a medical officer in a military hospital (Military law review, 1986). This lawsuit eventually landed in the Supreme Court, and led to Chief Justice Warren E. Burger to question, “Where the logic of religious exemptions from the dress code would stop, in a nation with hundreds of denominations” ("High court pondering," 1986).
In this article, the woman in question is Carole Smith, a security worker at a major airport who identifies as a Wiccan witch. She has had numerous incidents of workplace complaints from those she works with and she herself has filed complaints against her coworkers unrelated to her religion. However, all of these serious complains came in after her report of religious discrimination. These c...
On August 8, the Federal Third Circuit Court of Appeals agreed. The court ruled that the Piscataway, N.J. Board of Education violated the Civil Rights Act when it fired Sharon Taxman, an "overrepresented" Jewish female school teacher, to make room for a black woman under the school system's affirmative action plan. The school district was ordered by the court to pay $144,000 in back pay. The judges' decision was based on their own investigation into the legislative history of Title VII ...
My company of choice for this report is Macy 's. 'The Magic of Macy 's ', as the company advertises it, has inspired me to shop there, take advantage of their incomparable discounts and great online shopping experience. Macy 's, Inc. is one of the largest department store chains in the United States of America. Macy 's manages stores under the Macy 's and Bloomingdale 's brands. I enjoy shopping at both of the company 's store brands, Macy 's and Bloomingdales. Bloomingdales provides a more personalized experience
The motto of the brand, “casual luxury”, it is more targeting on fashion-conscious youngsters who are approximately between 14 to 22 years old with high purchasing power from higher family incomes. Regarding to the psychological characteristics of this particular group of buyers, they naturally have the preference to be unique and “cool”, compare to their peers. (chloehalley.com, 2014) So, to satisfy this need from the targeted market, A&F has been tirelessly offering the market “cool” clothing and
In the survey, we obtain information for design details from our targeted market. Our team B receives 261 responses but the problem is that most responses are from women; as much as 182 female responses comparing to 77 male responses, and the other 2 are unknowns. Also more often the information that respondents provide to us about what they need may not correspond to their purchase decision, so we need to take all of these factors into considerations for our decision making. However, this survey helps us have a much better understanding of what apparel that our target customers are looking for, especially female students. Therefore, we have found that students prefer top with high round neckline, left chest or full front screen print logo, high hip length, and short sleeve. a. Team B also surveys for pants but as Team A has mentioned, pants do not sell well so I do not recommend to include pants in AM2 product line, as we should focus more on hot selling items. Also, students think the most important factors which affect their decision making in bookstore are style, price and comfort, therefore we should keep
O'Keefe, Benjamin. "Petitioned Abercrombie & Fitch." Change.org (n.d.): n. pag. Nov. 2013. Web. 05 Apr. 2014. .
Ron Johnson spent a great deal of time and money to promote his ideas of “stores-within-stores” by turning floor space into an area to house several branded boutiques. He did this in order to attract a target market of a wider demographic which includes age, gender, and generation. One of the m...
However, the weaknesses outweigh the strengths. Although, what ANF is doing is a step in the right direction, it never formally apologized to consumers. Additionally, the clothes in larger sizes that ANF stores do offer are hard to find and run out quickly. Although ANF may have mentioned being more inclusive in hiring practices, it still has a long way to go. Earlier this year, the Supreme Court ruled against ANF for not hiring a Muslim girl at one of its stores because she wore a hijab. Opportunities for this campaign include the chance of more campaigns that can branch off of this effort to be a more socially-responsible company. However the major threat to this campaign is that due to ANF 's extensive list of social offenses, the campaign may have caused the company to look like it was unauthentic and that its initiatives were only done to cover up all its past
CHUNG, AMY. "Turban vs. hard hat." Sikh takes discrimination case before human rights tribunal. 27 JANUARY 2007: n. page. Web. 2 Feb. 2014. .
Estreicher, S., and Michael J., (2010). Religion and the U.S. workplace. Human Rights, 33( 3), 17–20.