A federal district court in Oklahoma recently held that an EEOC employer must make religious accommodations to its dress code, even if doing so could arguably detract from its "corporate image."  The EEOC brought this action against clothing retailer Abercrombie & Fitch after it denied employment to a teenage girl who wore her hijab, a religiously mandated headscarf, to a job interview.  The company maintained that the wearing of a head scarf would violate its narrow uniform policy to which all employees were expected to adhere.  The court disagreed, finding that Abercrombie had failed to provide sufficient evidence to show that it would have sustained anything more than minimal "undue hardship" by accommodating the woman's religious expressions, and as such its actions constituted unlawful religious discrimination under Title VII of the Civil Rights Act.