In EEOC v. Abercrombie & Fitch Stores, Inc., 135 S. Ct. 2028 (2015), the Supreme Court held that, in a Title VII action alleging disparate treatment, the plaintiff need only show that the need for a religious accommodation was a factor motivating the employers adverse decision. Id. at 2032. Knowledge is not a requirement of a Title VII claim. Id. at 2032-33. An employer may not make an applicants religious practice, confirmed or otherwise, a factor in employment decisions . . . . If the job applicant actually requires an accommodation of that religious practice, and the employers desire to avoid the prospective accommodation is a motivating factor in his decision, the employer violates Title VII. Id. at 2033.