Abercrombie And Fitch Vs Eeoc Case Study

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The case between the U.S. Equal Employment Opportunity Commission (EEOC) vs. Abercrombie & Fitch revealed how a company’s culture may infringe on people’s rights. In 2008, Samantha Elauf a 17-year-old Muslim woman applied for a sales associate position at Abercrombie & Fitch Kids store in Tulsa, Oklahoma. During the interview process, she wore a black head scarf, also known in her culture as a hijab. Ms. Elauf was not asked about her headscarf or religion during the interview nor did she mention she was Muslim and wearing the headscarf (hijab) is part of her religious practice. Additionally, during the interview, Ms. Elauf chose not to request accommodations to wear the headscarf at work due to her religion and culture. The interviewer and hiring manager, Heather Cooke gave Ms. Elauf a score that deemed…show more content…
Abercrombie & Fitch. There have been many more controversies and lawsuits that Abercrombie & Fitch had to deal with because of their “look policy”. In order to regulate workplace discrimination, the human resource department should develop and abide by the policies and procedures in place. These policies and procedures help protect both the employee and employer. When a company has a case of discrimination, whether it is their first offense or not, there should always be ramifications and it should not be ignored. When a company ignores or gives a pass to the problem it will only become more problematic and create additional workplace issues. A company should treat all their employees fair and when giving a pass on a situation for one employee and not another with the same situation it brings up the issue of equality, which in turn causes lawsuits. If you treat employees fairly you create a strong trusted relationship between employer and employee. If the company deals with the situations and its ramification it only enables the company to grow and advance their
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