By Georgi J. Vogel Rosen
In this article, I trace the development of Title VII religious accommodations and argue that the Tenth Circuit’s interpretation undermines the very purpose of the religious accommodation requirement. The Tenth Circuit’s decision in Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc. provides employers with a roadmap for discriminating against applicants from identifiably religious minority backgrounds without significantly risking liability. At a time when certain religious minorities—specifically, Muslims, Jews, and Sikhs—already are disproportionately targeted because of bias, the requirement that employees or applicants explicitly notify employers of the need for religious accommodations increases their vulnerability.