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Law360, New York (June 1, 2015, 7:30 PM ET) — On Monday, the U.S. Supreme Court ruled in EEOC v. Abercrombie & Fitch Stores Inc. that in order to prevail on a disparate treatment claim, a job applicant only has to show that her need for a religious accommodation was a motivating factor in the employer’s decision, not that the employer had knowledge of the need. Here, attorneys tell Law360 why the decision is significant.

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About the Author
Solomon Law Firm, PLLC, is a boutique employment litigation practice dedicated to resolving employment law conflicts for federal and private-sector employees in Washington D.C. and around the country.