October Term 2014 · Docket 14-86

Does an employer need explicit knowledge of a religious belief to face liability?

The dispute centers on whether an employer must know an applicant's religious belief to face discrimination claims.

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EEOC v. Abercrombie & Fitch Stores, Inc.
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Verified source milestones

  1. — An official oral-argument transcript was verified.
  2. — An official oral-argument transcript was verified.

The arguments, in order

This case may have been argued more than once. Each entry below uses that session's official transcript. Later arguments do not erase earlier ones.

  1. Argument 1 ·

    What happened at the argument

    The EEOC contends that Abercrombie acted because of the religious basis for the headscarf.

    Abercrombie asserts that the EEOC's argument incorrectly assumes the employer acted on religious grounds.

    The EEOC argues the Tenth Circuit imposed requirements that eliminated liability for refusal to accommodate.

    Abercrombie argues the applicant must verbally request the accommodation to trigger the employer's duty.

    Read the official transcript for this argument · Official argument details

    Sources used for this argument breakdown

A citizen's guide to the whole case

What this case is about

The EEOC argues Abercrombie acted on a reasonable assumption of religious belief. Abercrombie claims it lacked explicit knowledge of the applicant's faith.

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How the case got here

The Supreme Court heard oral argument in this case on February 25, 2015.

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What each side wants

The EEOC wants the Court to hold that reasonable suspicion of religious belief triggers liability.

Abercrombie wants the Court to require explicit knowledge of the applicant's religious belief for liability.

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What each side says

The EEOC argues that acting on a reasonable assumption of religious belief constitutes discrimination.

Abercrombie argues that liability requires the employer to know the applicant's specific religious belief.

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What the justices asked

Justice Kagan asked how much less than certainty is sufficient for an employer's belief.

Justice Scalia asked what verbs beyond understanding describe the employer's mental state regarding the belief.

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Why it matters

This case defines the standard for employer liability in religious accommodation disputes. It determines whether reasonable suspicion or explicit knowledge triggers legal responsibility. The outcome shapes hiring practices and accommodation requests nationwide.

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What happens next

This article currently covers the argument record. Use the official docket link for later case activity.

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Official Court provenance

Official docket and case history · Official Supreme Court oral-argument detail page

Title and summary sources

Revision history

  1. Revision 1 · Official Transcript ·

    Correction: Rewritten to the concise citizen-facing editorial standard.

  2. Revision 2 · Official Transcript ·

    Correction: Migrated to the dated official Court activity contract without model use.

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