In a recent case, an employment agency was sued by the EEOC for not referring a Muslim female to an employer who had a facially neutral safety-driven dress policy prohibiting all employees from wearing loose clothing or headwear of any kind, including khimars. The employment agency had referred the person to other jobs, but refused to refer her to an employer who had a safety policy. The safety policy was determined to be reasonable in light of the risk involved, which required all employees, temporary or permanent, to be able to do all jobs in its manufacturing facility. The Court found that there was no pretext here. There also was no accommodation for religious beliefs that was reasonable and therefore the employment agency was correct in not providing any referral. EEOC v. Kelly Services, Inc. (8th Cir. 2010).