On their article Collins and Sokolowski 2015 mentioned that employers should

On their article collins and sokolowski 2015

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On their article Collins and Sokolowski, 2015) mentioned that employers should consider, training hiring manager and interviewers, document any request for accommodation during the interview process and also ask the applicant if he or she will be able to comply with the essential requirements and avoid any questions about the applicant's religion. Three points make sense for me and may help to prevent the future issue of possible discrimination. I take the place of the hiring manager and think what would happen if, while the interview, the candidate was asked the reason why she was wearing the scarf; that would also bring an even worse problem. The candidate would think about a religious issue, stereotyping, and who knows what else. It's the same case on the American with Disability Act, not because I help a client with a disability, I have to assume that accommodation is needed. According to some of the training I had taken in my job about the American with Disabilities Act, it's the person with a disability who needs to request any accommodation. I think this case fit under the same rules. Then on the side of the company, she didn't read the terms and condition while she was filling the application if we go by following rules she should also know more about the company's policy which included not having their associates or models wearing any caps. Marina, Collins, C., & Sokolowski, J. (2015, June 12). Supreme Court sides with EEOC in Abercrombie & Fitch hijab case (Links to an external site.) (Links to an external site.) [Blog post]. Retrieved from - sides-with-eeoc-in-abercrombie-fitch-hijab-case/ Fieser, J. (2015). Introduction to business ethics [Electronic version]. Retrieved from
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  • Fall '19
  • Discrimination, Americans with Disabilities Act of 1990, Abercrombie & Fitch

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