The Employment problems of Abercrombie & Fitch company

The company uses "brand representative", now known as the "model store customer service." These models have been required to buy and wear cheap clothing, but now you can wear non-marking clothes, as long as it corresponds with the season.An "impact teams" created in 2004 to control goods in each store and maintain company standards, "visual management" is a form of lighting, camera market, perfume art responsibility to ensure compliance with model "see" policy. Litigation against the company have been submitted for suspected discriminatory employment practices. In 2004, Gonzalez v.
store (see legal issues and controversies and criticisms below), the company given the right position to white applicants, on the prosecution of minority exclusion.

April 14, 2005, Judge Susan Illston U.S. District Court Northern District of California granted final approval of the Gonzalez v. The settlement agreement requires the company to pay 40 million U.S. dollars to several thousand minority, who is responsible for the company discriminated against female plaintiffs. Agreement also calls for the company instituted policies and programs to promote the diversity of its workforce and to prevent discrimination based on race or gender range. The consent decree governing the recruitment, hiring, work assignments, training, Abercrombie &
Fitch, and Hollister, and Abercrombie children of employees for promotion. A monitor will regularly evaluate and report on the company's agreement with the decree.These provisions include:

"Benchmark" employment and women, Hispanics, African Americans and Asian Americans to promote. The benchmark goals, not quotas, and Abercrombie regularly required to report their progress on these goals;
On the Association for, sororities, or for a specific purpose to recruit university prohibited;
Advertising vacancies in the publication for men and women the rights of minorities;
A new office and the vice president of diversity, and report on fair employment practices (Office of the President is responsible for the progress has been created, and has hired a vice president and began to work);
Recruitment of 25 who recruited and sought to focus on women and minority employees. (At least in 2524 has been accepted, and are working.);
Equal Employment Opportunity (EEO) and diversity training and employment authority for all employees;
Revised performance evaluation of managers, so that progress towards diversity goals, in their bonuses and compensation factors;
A new internal complaint procedure; and marketing materials will include members of ethnic minorities to reflect the racial and ethnic diversity of the population.