Target Case: The EEOC Vs. Target

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EEOC v. Target
When a company treats a person differently based on the color of their skin or because of certain characteristics associated with them, it is considered race discrimination (EEOC.gov, 2015). The EEOC vs. Target case is a perfect example of discrimination based on race. The store team leader in question was blatantly not hiring or ignoring the applicants based on their race. When they have proof that he was giving interviews to the white applicants, but not to the African American applicants. When one of the applicants who interviewed scored in the high percentile on his tests and then was still passed over for the positions without any reason as to why he was not chosen, nor was he given any type of feedback on what requirements
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Then there was the issue where one hopeful utilize the help of her Caucasian friend and sent in a resume and used the hopefuls real phone number, the friend was able to get through and schedule her interview, but only a few short moments later the manager was too busy to talk to the hopeful and schedule hers. The other issue was with Mr. Daniel Jr. and his being looked over for a position he was qualified for and tested high for and was given an excuse as to why he was not chosen for the position.
Some general barriers to legally defensible staffing are stereotypes, prejudice, and ignorance. When it comes to the barrier of stereotype, people often explain varying information away, for instance they relate a certain behavior as the result of specific circumstances, instead of the persons true character. In the case of the EEOC vs. Target, the manager placed a stereotype on the African American applicants which also showed prejudice and ignorance on his
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When it comes to retention, the records should be kept for the longest length of time required under all laws. However, under the laws of antidiscrimination, if there are legal charges such as discrimination, all records, which are relevant to the pending case, must be kept until its conclusion (SHRM.org, 2014). In the case of the EEOC vs. Target, the manger should have kept all records of everyone who applied for employment whether they were interviewed or not as well as whether they were hired or not. The documented times of phone calls and messages could have been kept as well to determine how many times a person called and the amount of call backs that were

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