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Abercrombie and Title VII's Broad Definition of Religion
The U.S. Supreme Court recently granted certiorari in a religious accommodation case, EEOC v. Abercrombie. This case involves a Muslim teenager, Samantha Elauf, who was denied a job at an Abercrombie & Fitch store because she wore a black headscarf, or hijab, to her job interview. Abercrombie argued not only that the company should not be required to hire and accommodate Elauf, but additionally that they were never given actual notice that she was wearing the hijab for religious reasons.
The U.S. Court of Appeals for the Tenth Circuit granted summary judgment to Abercrombie, holding that the company did not have an obligation to accommodate Elauf since “Ms. Elauf never informed Abercrombie prior to its hiring decision that her practice of wearing a hijab was based on her religious beliefs.” EEOC v. Abercrombie & Fitch, 731 F.3d 1106, 1116 (10th Cir. 2013). In other words, the court held that an employee in a religious accommodation case has an obligation to give direct explicit notice to her employer that her religious practices conflict with a neutral work rule.
Background
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Hyperlinked Documents: The Latest e-Discovery Challenge
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Risks and Ad Fraud Protection In Digital Advertising
The ever-evolving digital marketing landscape, coupled with the industry-wide adoption of programmatic advertising, poses a significant threat to the effectiveness and integrity of digital advertising campaigns. This article explores various risks to digital advertising from pixel stuffing and ad stacking to domain spoofing and bots. It will also explore what should be done to ensure ad fraud protection and improve effectiveness.
Turning Business Development Plans Into Reality
This article offers practical insights and best practices to navigate the path from roadmap to rainmaking, ensuring your business development efforts are not just sporadic bursts of activity, but an integrated part of your daily success.