respond to question

Question: Based on the background story, why should Abercrombie have to accommodate Elauf's religious practice if there may be a risk to its brand and marketing strategy in doing so? Focus on legal arguments and less on your heart and feelings as you complete this assignment. Respond between 250 to 400 words. FULL BACKGROUND STORY EEOC v. Abercrombie & Fitch Stores, Inc. For clarification, Samantha Elauf is represented by the Equal Employment Opportunity Commission (EEOC) and Abercrombie is a private employer. Law: Title VII of the Civil Rights Act of 1964: prohibits two categories of employment practices. It is unlawful for an employer: (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin. Title VII of the Civil Rights Act of 1964 prohibits a prospective employer from refusing to hire an applicant in order to avoid accommodating a religious practice that it could accommodate without undue hardship. The question presented is whether this prohibition applies only where an applicant has informed the employer of their need for an accommodation. Facts: Respondent Abercrombie & Fitch Stores, Inc., operates several lines of clothing stores, each with its own "style." Consistent with the image Abercrombie seeks to project for each store, the company imposes a Look Policy that governs its employees' dress. The Look Policy prohibits "capsa term the Policy does not defineas too informal for Abercrombie's desired image. Samantha Elauf is a practicing Muslim who, consistent with her understanding of her religion's requirements, wears a headscarf. She applied for a position in an Abercrombie store, and was interviewed by Heather Cooke, the store's assistant manager. Using Abercrombie's ordinary system for evaluating applicants, Cooke gave Elauf a rating that qualified her to be hired; Cooke was concerned, however, that Elauf's head scarf would conflict with the store's Look Policy. Cooke sought the store manager's guidance to clarify whether the headscarf was a forbidden "cap." When this yielded no answer, Cooke turned to Randall Johnson, the district manager. Cooke informed Johnson that she believed Elauf wore her headscarf because of her faith. Johnson told Cooke that Elauf's headscarf would violate the Look Policy, as would all other headwear, religious or otherwise, and directed Cooke not to hire Elauf. The EEOC sued Abercrombie on Elauf's behalf, claiming that its refusal to hire Elauf violated Title VII, and it won