Khan was fired, so she was not accommodated, correct?
In order to tackle this and write a compelling composition, you need to find as much information as you can on EEOC laws regarding religious garb. There should also be legal precedents as Orthodox Jews have similar prescriptions of what they can and cannot wear, and have been part of the cultural landscape for longer than Muslims.
If I were you, I would purport that it is in any company's best interest to concede to citizen who's invoking a constitutional right. In our country, usually anyway, if a citizen is guaranteed something by the Constitution, in this case, freedom of religion, the courts will favor constitutionality.
A&F is an image-based company, but if they are bankrupt and mired in litigation, that won't matter. I would take that tack and use as much research as the backbone of my work as possible.
A recommendation to mitigate conflicts would be to revamp dress code so that it does not preclude any garments or jewelry that are a religious contingency for the person. Or, if they willing to risk it, write the dress code and say that employees who don't represent the brand aren't suitable for employment. They've gotten away with discriminating against people who were average weight (above a size 8) before by using that exact underwriting.
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