In a recent decision, the U.S. Supreme Court held Title VII of the Civil Rights Act of 1964 does not require a showing that the prospective employer had “knowledge” of the applicant’s need for religious accommodation before the employer could be held liable for religious discrimination in hiring. Instead, according to the Court, Title VII bars prospective employers from acting on certain motives, regardless of the employer’s knowledge. Therefore, the prospective employer cannot make an applicant’s religious practice, confirmed or otherwise, a factor in its employment decisions. An employer who acts in order to avoid accommodating an individual protected by Title VII may violate the law even if it “has no more than an unsubstantiated suspicion that an accommodation would be needed,” the Court said. EEOC v. Abercrombie & Fitch Stores, Inc., No. 14-86 (June 1, 2015).