The Supreme Court on Monday said a Muslim woman who applied to work at Abercrombie & Fitch Co can raise discrimination claims without proving the company intentionally avoided hiring her because she wore a head scarf for religious reasons.

So, I can cry discrimination on no better complaint than that I have one? I don’t even have to show that there’s a foundation for one?

Justice Clarence Thomas, in dissent, thought there ought to be a reason.

I agree with the Court that there are two—and only two—causes of action under Title VII of the Civil Rights Act of 1964 as understood by our precedents: a disparate-treatment (or intentional-discrimination) claim and a disparate-impact claim. Our agreement ends there.   Unlike the majority, I adhere to what I had thought before today was an undisputed proposition: Mere application of a neutral policy cannot constitute “intentional discrimination.” Because the Equal Employment Opportunity Commission (EEOC) can prevail here only if Abercrombie engaged in intentional discrimination, and because Abercrombie’s application of its neutral Look Policy does not meet that description, I would affirm the judgment of the Tenth Circuit.

The majority should have listened better to Thomas.

The Supreme Court’s ruling can be seen here.

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