There is more than a little bit of irony when a clothing company with a target market of teens and young adults has a fashion dilemma. However, a national retailer has just such a dilemma arising from a potential religious accommodation dispute that has just taken a front and center position in the national legal landscape.
All the way back in 2008, a young woman applied to the company to be a “model” (the employer’s term for salesperson) at its Tulsa, Oklahoma store. She arrived at her interview appropriately attired but, in keeping with her Muslim upbringing, wore a traditional hijab. During her interview, the candidate did not mention her religion or that she wore the hijab for religious purposes. Likewise, the interviewer did not mention the hijab or ask about her religion. The company did not hire the job seeker because she lacked the “Look” as set forth in its “Look Policy” which did not include a hijab. Continue reading this entry