Legal issues[edit]The company has b

Legal issues[edit]
The company has been involved in legal conflicts over its employment practices, treatment of customers, and clothing styles.

Employment practices[edit]
In a 2004 lawsuit González v. Abercrombie & Fitch, the company was accused of discriminating against African Americans, Latinos, Asian Americans, and women by preferentially offering floor sales positions (called Brand Representatives or Models) and store management positions to Caucasian males.[56] The company agreed to a settlement of the class-action suit, which required the company to (1) pay $40 million to African Americans, Latinos, Asian Americans, and women who applied and were not hired or worked in certain store positions, (2) revise its hiring, performance measurement, and promotion policies, (3) revise its internal complaint procedures, (4) appoint a Vice President of Diversity, (5) hire 25 recruiters to seek out minority applicants, (6) discontinue the practice of recruiting employees at primarily white fraternities and sororities, (7) include more minorities in marketing materials, (8) report to a neutral court-appointed monitor twice per year regarding its progress in those areas, and (9) report to the court once per year.[57][58][59]

In June 2009, British law student Riam Dean, who had worked at A&F's flagship store in London's Savile Row, took the company to an employment tribunal. Dean, who was born without a left forearm, claimed that although she was initially given special permission to wear clothing that covered her prosthetic limb, she was soon told that her appearance breached the company's "Look Policy" and sent to work in the stock room, out of sight of customers. Dean sued the company for disability discrimination, and sought up to £20,000 in damages.[60] In August 2009, the tribunal ruled the 22-year-old was wrongfully dismissed and unlawfully harassed. She was awarded £8,013 for loss of earnings and wrongful dismissal.[61][62]

In a lawsuit filed in September 2009, Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, in U.S. District Court by the U.S. Equal Employment Opportunity Commission, 17-year-old Samantha Elauf said she applied, in June 2008, for a sales position at the Abercrombie Kids store in the Woodland Hills Mall, located in Tulsa, Oklahoma. The teen, who wears a hijab in accordance with her religious beliefs, claims the manager told her the headscarf violates the store's "Look Policy".[63] The United States Supreme Court agreed to hear the case on February 25, 2015,[64] and ruled 8-1 on June 1, 2015 against the company.[65]

In 2010, a Muslim woman working at a Hollister store in San Mateo, California, was fired. Before being dismissed, Hani Khan had refused Abercrombie & Fitch's human-resources representative's demand that she remove her hijab. The representative reportedly stated that the headscarf, which Khan wears for religious reasons, violated the company's "Look Policy". The civil liberties group Council on American-Islamic Relations has stated that the dismissal is a violation of nondiscrimination laws, and filed a complaint with the U.S. Equal Employment Opportunity Commission.[66]

In 2011, the Belgian Centre for Equal Opportunities and Opposition to Racism started an investigation into A&F's hiring and remuneration policies. The firm was suspected of only hiring personnel under 25 years old, making heavy demands on the physical appearance of its staff and rewarding a premium to male models that work shirtless.[67]

Customer issues[edit]
In 2009, the company was fined more than $115,000 by the Minnesota Department of Human Rights for refusing to let a teenage girl help her sister, who has autism, try on clothes in a fitting room. The amount of the fine reflected "pushback" by the company according to Michael K. Browne, the legal affairs manager of the Minnesota Department of Human Rights.[68]

A 16-year-old is suing the company after discovering that she was being videotaped in an A&F changing room by an employee, Kenneth Applegate II. Applegate denied the claim, but co-workers discovered his camera days later with the video on it.[69]

In 2010, a customer filed a class action relating to a 2009 holiday gift card promotion. The lawsuit alleges that the gift cards said "No Expiration Date" but Abercrombie voided and expired the gift cards in early 2010. In 2012, a judge certified a nationwide class in the case. In May 2013, Class Notice went out to potential class members.[70]

Lawsuits against other parties[edit]
In 2002, the company filed a lawsuit against American Eagle Outfitters, claiming that American Eagle copied A&F garment designs, among other things. The lawsuit was based on a trade-dress claim, stating that American Eagle had very closely mimicked A&F's products' visual appearance and packaging. Specifically, A&F claimed that American Eagle copied particular articles of clothing, in-store displays and advertisements, and even the A&F product catalog. Despite

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Juridiske spørgsmål [edit]
Virksomheden har været involveret i juridiske konflikter over sit ansættelsespraksis, behandling af kunder og tøj stilarter. Praksis for beskæftigelsen [redigér] I en 2004 retssag González v. Abercrombie & Fitch, virksomheden blev beskyldt for at diskriminere mod afrikansk amerikanere, latinoer, asiatiske amerikanere, og kvinder ved fortrinsvis at tilbyde gulv salg holdninger (kaldet Brand repræsentanter eller modeller) og opbevare lederstillinger til kaukasiske hanner. [56] virksomheden enige om at en løsning af class-action suit, som krævede virksomheden til (1) betale $ 40 millioner til afroamerikanere, latinoer, asiatiske amerikanere, og kvinder, der anvendte og blev ikke ansat eller arbejdet i visse butik positioner, (2) at revidere sin ansættelse, resultatmåling, og salgsfremstød politikker, (3) revidere sin interne klageprocedurer, (4) udnævne en næstformand for mangfoldighed, (5) leje 25 hverve at opsøge mindretal ansøgere, (6) ophøre med at rekruttere medarbejdere på primært hvide broderskaber og sororities, (7) omfatter flere minoriteter i markedsføring materialer, (8) rapport til en neutral retten udpeget monitor to gange om året om sine fremskridt på disse områder, og (9) rapport til retten en gang om året. [57] [58] [59] i juni 2009, britisk lov studerende Riam Dean, som havde arbejdet på A & F flagskib butik i Londons Savile Row, tog selskabet til et ansættelsesforhold domstol. Dean, der blev født uden en venstre underarm, hævdede, at selv om hun oprindeligt blev givet særlig tilladelse til at bære tøj, der dækkede hendes protese lemmer, fik hun snart at vide, at hendes udseende overtrådt selskabets "Look politik" og sendes til arbejde på lageret , ude af syne for kunderne. Dean sagsøgt selskabet for diskrimination handicap, og søgte op til £ 20.000 i erstatning. [60] I august 2009 tribunalet regerede 22-årige blev uretmæssigt afskediget ulovligt chikaneret. Hun blev tildelt £ 8013 for tabt arbejdsfortjeneste og uberettiget afskedigelse. [61] [62] I en retssag indgivet i september 2009, v. Abercrombie Equal Employment Opportunity Kommissionen & Fitch Stores, i US District Court af den amerikanske Equal Employment Opportunity Kommissionen, 17-årige Samantha Elauf sagde anvendt hun, i juni 2008, for en stilling som salgsmedarbejder i butikken Abercrombie Kids i Woodland Hills Mall, ligger i Tulsa, Oklahoma. Den teen, der bærer en hijab i overensstemmelse med sine religiøse tro, hævder lederen fortalte hende tørklædet krænker butikkens "Look politik". [63] De Forenede Staters højesteret enige om at behandle sagen den 25. februar 2015 [64 ] og regerede 8-1 den 1. juni 2015 mod selskabet. [65] i 2010, en muslimsk kvinde, der arbejder på en Hollister butik i San Mateo, Californien, blev fyret. Inden afskediget, havde Hani Khan nægtede Abercrombie & Fitch s menneskelige ressourcer repræsentant krav om, at hun fjerner sin hijab. Repræsentanten sigende udtalt, at tørklædet, som Khan bærer af religiøse grunde, krænket selskabets "Look Policy". Den borgerlige friheder gruppe Council on American-Islamic Relations har udtalt, at afskedigelsen er en krænkelse af ikke-diskrimination love, og indgivet en klage til den amerikanske Equal Employment Opportunity Kommissionen. [66] I 2011, det belgiske center for ligestilling og bekæmpelse af racisme startede en undersøgelse af A & F s ansættelses- og aflønningspolitik. Firmaet blev mistænkt for kun at ansætte personale under 25 år, hvilket gør store krav til den fysiske fremtoning af sit personale og belønne en præmie til mandlige modeller, der arbejder shirtless. [67] Kundens spørgsmål [rediger] I 2009 blev virksomheden en bøde mere end $ 115,000 af Minnesota Department of Human Rights for at nægte at lade en teenagepige hjælpe sin søster, der har autisme, prøve tøj i en passende rum. Mængden af bøden reflekterede "pushback" af selskabet ifølge Michael K. Browne den juridiske anliggender leder af Minnesota Department of Human Rights. [68] En 16-årig er at sagsøge selskabet efter at have opdaget, at hun var ved at blive videofilmet i en A & F omklædningsrum af en medarbejder, Kenneth Applegate II. Applegate benægtede påstanden, men kolleger opdagede hans kamera dage senere med videoen på det. [69] I 2010, en kunde indgivet et gruppesøgsmål vedrørende en 2009 ferie gavekort forfremmelse. Retssagen hævder, at de gavekort sagde "ingen udløbsdato", men Abercrombie bortfalder og udløb gavekortene i begyndelsen af 2010. I 2012, en dommer certificeret en landsdækkende klasse i sagen. I maj 2013 Klasse Notice gik ud til potentielle gruppemedlemmer. [70] Retssager mod andre parter [redigér] I 2002 har selskabet indgivet en retssag mod American Eagle Outfitters, hævder, at American Eagle kopierede A & F beklædningsgenstand design, blandt andre ting. Retssagen var baseret på en handel-kjole påstand, om, at American Eagle havde meget nøje efterlignet A & F produkter 'udseende og emballage. Konkret A & F påstod, at American Eagle kopierede særlige beklædningsgenstande, in-store displays og reklamer, og selv A & F produktkatalog. Trods