As it happens, this particular incident does appear to have a religious-observance aspect. It is also the case, however, that religious observances have specific protections in US law (stemming from the 1st. Amendment), making this aspect of the incident particularly suitable for making a case against the employer. If this is so, then, regardless of whether one is particularly religious, one should reflect on the implication that demanding 24/7/375 fealty is not regarded, prima facie, as abuse.