ABC Corporation

Arkansas Tech university

Patricia Hutchison
Serena Robinson

Date: Oct. 09, 2016

ABC Corporation: The ultimate source for outdoor equipment

Allegations
Scenario:
ABC Corporation has discriminated against several employees for unfair hiring practices
such as prejudice, discrimination, pregnant women, adults with disabilities and minorities.
Of course, ABC denies the unlawful allegations made by the U.S. Equal Employment
Opportunity Commission or EEOC. Since ABC Corporation is a multicultural company
with experienced and knowledgeable associates, our mission is to prove that these
allegations are false. Our plan is to cooperate with the EEOC and comply with the demands
along with handing them the material that is needed to handle this case effectively. We will
have an internal and external investigation of the different factors affecting the ABC
Corporation and associates. After all, our number one goal is to respect our associates and
customers in the company. We also take an in-depth view of the business model for hiring
examining the allegations by ABC Corporation.

Executive Summary
ABC Corporation is known as the top distributor company in North America because of their production
facilities in the world and the top producer of athletic equipment. They respect and commit to the
employees and communities. Even though, the evidence shows that ABC has discriminated their
employees including pregnant women in unfair hiring practices, they still deny these allegations to be
false. The EEOC wants to prove these allegations are true, but we know that the ABC Corporation is a
multicultural company that has respect for their employees and experienced associates. ABC dedicates
itself to inspiring their employees through the communities they serve. That is why the ABC Corporation
is going to prove the EEOC wrong by cooperating fully with them and comply with their demands
including hand them any material that is needed. The ABC Corporation will take an in-depth look at the
allegations and have an internal and external investigation of the factors affecting ABC Corporation "if
EEOC findings are true than we will come up with a model of new hiring practices and implement them
through out the organizations. We care about our employees and don't want anyone to feel that they are
discriminated or retaliated against. Even the claims are untrue than we still have work to do in this
organization with changes to insure our employees new or old feel they are appreciated".

Consumer Report
Customers
[2016] is projected to attract 920,700 new customers.
27% of first-time customers have become repeat customers.

Transactions
Average sale transaction = $89.67
75% of customers have bought at least 1 non-sale item in addition to a sale
item.

Proposed New Products

Survival gear
Sportswear
Outerwear
Off-road bicycles
Fishing equipment and tackle
Canoes and personal rowing shells

Costs of Return on Investment Projections

Costs
ROI

80
70
60
50
40
30
20
10
0
2012

ROI
2013

2014
Costs

ROI

Costs
2015

Employment Policies and Procedures Manual

The policies included or referenced in this manual apply to all ABC employees unless specifically stated otherwise in each policy.
Employees will not be discriminated against by race, ethnicity, sexual orientation, religion and age.
The policies are intended as guidelines only, and they may be modified, supplemented, or revoked at any time at the organizations
discretion. In particular, these policies do not constitute a contract (nor should they be construed as a contract) guaranteeing
employment for any specified duration. Except as set forth in writing in collective bargaining agreements, individual employment
contracts, or other policies, either the employee or the organization may terminate the employment relationship at any time, for any
reason. No supervisor, manager, or representative of the organization has the authority to make any promises, commitments, or
changes that conflict with the policies in this manual unless approved in writing by the chief human resources officer.
These policies supersede any handbook or policy statements, whether written or oral, issued prior to December 2001. Any
subsequent revisions will substitute and replace prior policy or procedure statements and become a part of this manual. ABC will
provide as much notice as possible of any changes in these policies. The most recent versions of all policies are available here, and
policy updates will be posted directly to this Web site.
Employees who are covered by collective bargaining agreements should refer to those agreements for information regarding
benefits and terms and conditions of employment. Employees covered by the Employee Handbook should refer to the Handbook for
employment-related polices that are unique to the employees

Hiring Policies
Hiring practices:
Determine the need for a new or replacement position.
include a background check, drug test,
Behavioral assessment such as the personality test and orientation
Hold a recruiting planning meeting with the recruiter, the HR leader, the hiring manager, and,
potentially, a coworker or internal customer.
Develop and prioritize the key requirements needed from the position and the special
qualifications, traits, characteristics, and experience you seek in a candidate. (Web site; and
screen resultant resumes for potential candidate interviews.)
With HR department assistance, develop the job description for the position
Post the position internally on the "Job Opportunities bulletin board for one week. If you
anticipate difficulty finding a
qualified internal candidate for the position, state in the posting that you are advertising the
position externally at the same time.

Send an all-company email to notify staff that a position has been posted and that you are hiring employees.
All staff members encourage talented, qualified, diverse internal candidates to apply for the position.
(If you are the hiring supervisor, as a courtesy, let the current supervisor know if you are talking to his or her
reporting staff member.)
Interested internal candidates fill out the Internal position application
Scheduled interviews for internal candidates, with the hiring supervisor, the manager of
the hiring supervisor or a customer of the position and HR. (In all cases, tell the candidates the timelines you
anticipate the interview process will take.)
Hold the interviews with each interviewer clear about their role in the interview process. (Culture fit,
technical qualifications,
customer responsiveness and knowledge are several of the screening responsibilities you may want your
interviewers to assume.)
Interviewers fill out the Job Candidate form
If no internal candidates are selected for the position, make certain that you clearly communicate with the
applicants that they were not selected.

Candidates participate in any testing you may require for the position.
Human Resources checks the finalists (people to whom you are considering offering the position)
credentials, references and other qualifying documents and statements.
Anyone who has stated qualifications dishonestly or who fails to pass the checks is eliminated as a
candidate.
If not, determine if negotiable factors exist that will bring the organization and the candidate into
agreement. A reasonable negotiation is expected; a candidate that returns repeatedly to the
company requesting more each time is not a candidate the company wants to hire.
If the informal negotiation leads the organization to believe the candidate is viable, HR will
prepare a written letter from the supervisor that offers the position, states and formalizes the salary,
reporting relationship, supervising relationships, and any other benefits or commitments.
The offer letter, the job description and the Confidentiality Agreement are provided to the
candidate.

ABC Corporation: The ultimate source for outdoor equipment