On June 1, 2015, the U.S. Supreme Court, in EEOC v. Abercrombie, held that an employer could be held liable for not being able to accommodate a religious practice under Title VII of the Civil Rights Act of 1964, even though the employee or job applicant did not expressly request an accommodation. In a term of tough cases, Justice Antonin Scalia, who authored the Court’s majority opinion, characterized the decision in Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc. as a “really easy one”.
