BA307_WK2_Case Analysis--EEOC v. Target Corp.----Sigal Construction v. Stanbury

BA307_WK2_Case Analysis--EEOC v. Target Corp.----Sigal Construction v. Stanbury

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2 October 2012 Professor Eric Wicks EEOC v. Target Corp. The legal issue in EEOC v. Target Corp. was that they “violated Title VII of the Civil Rights Act of 1964 by engaging in race discrimination against African American applicants for managerial positions”. (Walsh, p113) In addition to race discrimination against African Americans, further investigation supports that Target Corp. failed to make and preserve records supporting the existence of both employees and applicant’s. With the absence of these records, further investigation into historical employment, recruiting and hiring practices could not be determined. Initially, due to lack of supporting evidence that the company did in fact violate discrimination laws, the district court dismissed the action which later was then appealed. In regards to record retention, when Target Corp. receives applications for employment, those records are to be retained for one year; to include completed job applications AND resumes; this is Target Corp.’s policy. Under Title VII, all employers are required to “make and keep such records relevant to the determinations of whether unlawful employment practices have been or are being committed”. (Walsh, p114) This particular record retention policy is required so that in the event a charge of discrimination has been filed, such as this, all appropriate investigatory personnel can refer to the company’s records to reach a final and fair decision.
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Problems identified by the court of Target Corp.’s record retention practices is that
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