For those with children, a reference to “the Mouse” may sound familiar. “The Mouse,” more formally known as The Walt Disney Company, employs some 140,000 employees and is perhaps the world’s largest media conglomerate. Disney is extremely successful, in part due to its efficient and uniform operations.
This week it was reported that a female Muslim restaurant hostess at Disney’s Grand Californian Hotel claimed she is being subjected to religious discrimination because Disney is refusing to allow her to wear a hijab (head scarf) while on duty in a public position.
According to press reports, Disney has attempted to accommodate the employee’s religious beliefs by offering to allow her to wear a hat and bonnet in lieu of the hijab, to wear alternative costumes that meet Disney costume guidelines, and to place her in alternative positions that would allow her to wear her hijab.
The federal EEOC has issued guidance on an employer’s obligation to reasonably accommodate an employee’s sincerely-held religious belief, practice or observation unless it would constitute an “undue hardship” for the employer. Has “the Mouse” done enough to satisfy its obligation to reasonably accommodate? Any suggested alternatives? Does the employee’s request/demand constitute an undue hardship for a tightly-run ship like Disney that, in many respects, operates like the military?