Wednesday, December 10, 2014

TARGET 'COUNSELING AND CORRECTIVE ACTION'


Some of the things you will find here are:


GROSS MISCONDUCT
4.   Weapons, Explosives and Other Dangerous Implements
The possession, use or threat of use of any kind of weapon, explosive, or other dangerous implement during working time or on company premises* whether or not it is armed, loaded, or properly secured and whether or not it is concealed on a team member's person or contained in a team member's personal property such as a purse, briefcase or vehicle.

Pepper spray, mace and tear gas, where legal, may be carried on company premises*. Defensive use of such products, on company premises*/time, while going to and from work, is not terminable if otherwise deemed appropriate. Offensive use on company premises*/time is terminable, even while going to and from work. Team members bear complete legal responsibility for their use of such products.

SERIOUS OFFENSES:
9.  DISORDERLY CONDUCT
a.   Harassment of team member(s), applicant(s), guest(s) or non-employee work contacts based on age, race, color, sex (including pregnancy), national origin, religious beliefs, sexual orientation, gender identity or expression, disability, citizenship status, military status or other characteristic protected by federal, state or local fair employment practice laws, which consists of offensive or degrading remarks, comments, innuendo, or implication; unwelcome requests to "date," "meet" or "visit" another team member; other similar behavior, etc., which to a reasonable person could be expected to create a hostile, intimidating, or offensive work environment, but which is not considered serious enough to be reckless conduct. See #5.b. “Reckless Conduct”.

OTHER
23.   No Call, No Show
Failing to call in or report to work for a scheduled shift. In addition, calling in and/or reporting to work two or more hours after a scheduled start time will also be deemed a No Call, No Show. NOTE: Team members must “call in” themselves. Any “call in” received on behalf of a team member (minor team members excluded) by someone other than the team member, will be deemed a No Call, No Show. (An appropriate HR Partner must approve any exceptions.)























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Is Target using this policy to week out older workers for those who meet it's younger and hip demographics?

Are people losing their jobs because of this policy?

  
Are people not being promoted because of this policy?



ElL On Boarding Toolkit
for STLs

My Training and Developrnent

Managing Generational Differences

TALENT MANAGEMENT ACROSS GENERATIONS

As an STL you have a big influence over your new Executive Team Leaders, particularly during their first year. You also lead teams that are more diverse than ever before. Being able to tailor your leadership style to the needs of various generations can result in reduced conflicts, higher levels of productivity and retention.

Target's workforce includes team members from four generations. Each generation is shaped by the significant events that occurred during their formative years, the fast pace of change in the world, and increases in technological innovation. How people approach and solve problems may differ across generations. The three guidelines listed below are a framework to use when encountering differences in communication.

1. Suspend judgment. Ask yourself, "Am I making an assumption that this difference is a matter of personality, generation, or something else?"

2. Be curious. What open-ended questions could I ask this person to learn more about their perspective, background or past experience which might help us both understand where this difference is really coming from?

3. Share the Target culture. As a leader this is where you have the opportunity and responsibility to share what the expectations and culture at Target look like, and then explore ways to meet those expectations while respecting each person's individual differences. 

Remembering the "Think. Listen. Customize." model introduced in "The Overview" will help you think inclusively and suspend judgement.

"We define diversity as individuality. This individuality may include a wide spectrum of attributes like personal style, age, race, gender, ethnic heritage, sexual orientation, language, physical ability, religious affiliation, family, citizenship status, socia-economic Circumstances, education and life experience. To us, diversity is any attribute that makes an individual unique that does not interfere with effective job performance. 

11 - (ed.2/09) 


Page 1


Managing Generational Differences

GENERATIONAL CHARACTERISTICS

A generation is an age group with shared historical experiences. Each generation has unique circumstances that may not apply to everyone in it, but give us a framework of understanding.

The following chart identifies various characteristics by generation that will help tailor your leadership style to more effectively communicate, motivate and coach across generations.

As you read through these descriptions, keep in mind they are generalizations only since each individual will vary based on personality and life experiences.

Attributes 
Patriotic, 
practical, Optimistic, 
driven, 
Balanced, 
Confident,
dedicated, 
seek personal conditional loyalty, 
determined, 
upbeat,
hierarchical, 
given gratification, 
skeptical inclusive, 
tolerant,
to personal sacrifice generous informal, 
civic and delayed minded gratification,
economical

Work Style 
Loyal, 
formal, 
Competitive, 
hard Efficient, 
effective, 
MUlti-task, 
seek diligent, 
by the working, 
service informal, 
adaptable, 
new and meaningful book, 
stable, 
oriented, 
team independent, 
challenges,
disciplined, 
player, 
driven, 
not impatient, 
lack tenacious, 
need uncomfortable budget minded, 
people skills, 
cynical supervision with ambiguity;

value process and structure, 
slow to adapt to over results, 
inexperienced at change; 
avoid overly sensitive handling difficult conflict;

reluctant to do feedback, 
people issues question or voice judgmental of disagreement different viewpoints

Authority! Hierarchical, Respect for Democratic; I Value autonomy and

Leadership command and power and rules are flexible; freedom control; rarely accomplishment collaboration is question authority important

Communication Formal yet personal; Somewhat formal Casual, direct Fast, casual, direct through proper through structured and electronic; and high-tech; channels network; mix of sometimes skeptical eager to please electronic and face to-
face

Recognition Personal Public Balance of fair Individual and public 
and Reward acknowledgement acknowledgement; compensation and praise; exposure; and satisfaction for career time off development work well done advancement; opportunities money

Work/Family! IWork and family Work comes first Value a work/life Value blending

Life Balance should be kept balance personal life into separate work

Loyalty Loyal to the Loyal to the Loyal to individual Loyal to the people
organization importance and career goals involved with the meaning of work project
and the function or profession

Views on Complex and Necessary for I Practical tools for I What else is there?

Technology challenging progress and getting things done
achievement



Page 2




UNDERSTANDING YOUR OWN THOUGHTS ON GENERATIONAL DIFFERENCES

The first step to effectively managing a multigenerational workforce is to understand how your generational experiences impact your ideas about appropriate work behaviors.

Ask yourself the following to understand how your life experience affects how you relate to others and how you need to accommodate different styles,

o What are the most important attributes of a Target team member?
o What are my views about loyalty to Target?
o What type of recognition do I feel is most important?
o What are my views on work / life balance?


Veteran (1922 - 1945)
Baby Boomer (1946 - 1964)
Generation X (1965 - 1980)
Generation Y (1981 - 2000)




Page 3


® What are my views on career development?
o When do I find my leadership style to be most flexible? Least flexible?
o What is my comfort level in leading team members from various generations? What are my strengths? Developmental opportunities?
o What are SOme COmmon situations between generations that take place in my store?
o When it comes to generational differences, what are the strengths of my leadership team?
Opportunities?
<:> How will generational differences influence my style of leadership, communication and recognition?


Page 4


Managing Generational Differences

COACHING ACROSS GENERATIONS

Today's workforce is more diverse than ever before with more generations interacting in the workplace. The following are tips on how to leverage the strengths and manage the opportunities of each generation. Challenge yourself to think about how you can coach,
Communicate and relate to each generation and how it impacts the OnBoarding experience of
a new ETL.

Coaching Generation Y (1981-2000):

o Acknowledge their talents and fresh perspectives
<:> Let them know you can and are willing to learn from them 
o Be open to and accepting of new and different ways of working 
o Coach them to reach for stretch goals 
o Involve them in significant projects 
o Solicit their opinions 
o Acknowledge their need for connection by helping them feel part of the group 
o Appeal to their sense of idealism
o Have them figure it out themselves and then check in 
o Offer to be a mentor or find one for them 
o Keep communication clear, direct and specific and follow up to ensure your message was understood 
o Build a fun, challenging and fast-paced work environment

(;) Look for ways to combine work and play


Coaching Generation X (1965-1980):

oAcknowledge their talents and expertise 
o Let them know you can and are willing to learn from them 
o Use clear and specific language when communicating 
o Get right to the point in a respectful way - don't sugarcoat bad news
® Allow them as much flexibility as is possible and appropriate 
o Acknowledge and relate to their skepticism 
o Convey that you care and support them
<:> Create a fun, relaxed work atmosphere
<:> Provide sincere, positive feedback with a focus on being specific and timely 
o Offer learning in a variety of ways and move on when the point is made 
o Establish the outer boundaries and allow them to operate more freely within them 
o Understand and honor their need for a work/life balance as long as responsibilities and
expectations are being met


Page 5


Coaching Baby Boomers (1946-1964):

o Acknowledge their experience, expertise, dedication and length of service
® Seek their help and counsel with issues involving workplace politics 
o Observe and learn how they navigate charged environments and "the system" 
o Utilize them as mentors and ask for their input
<;) Use them as sounding boards to test new ideas before plunging in 
o Solicit their ideas on what has worked or not worked in the past and why
o Focus on relationships as well as results 
o Demonstrate that you are carrying your share of the load 
o Create a consensual process where they will have a voice and hear other's ideas 
o Probe if you suspect conflict - they may not be direct
o Speak optimistically and look at things in terms of meeting objectives and achieving 
o Focus on challenges, give them problems to solve 
o Give public recognition and perks (if possible) 
o Gain buy-in by inviting them to participate rather than telling them.


Coaching Veterans (1922-1945):

oAcknowledge and leverage their experience, expertise, dedication and length of service 
o Pay attention to the chain and command or protocol 
o Speak positively of your organization's history - the legacy they helped create
® Be direct but polite - don't disregard social graces 
o Appeal to the traditional values of loyalty, hard work and family 
o Use the personal touch - a handwritten note or Great Team Card 
o Avoid situations where they could lose face while others are watching 
o Demonstrate interest in and importance of the work they are doing 
o Be patient with their approach to technology; allow time and explain the logic behind the technology


Page 6


YOUR ONBOARDING FOCUS: GENERATION Y (1981-2000)

Generation Y makes up nearly 50% of the workforce in Target stores, followed by Gen X and Baby Boomers. Generation Y brings a very different perspective, set of values and work ethic to the workplace.  As Generation Y continues to replace the aging workforce, it becomes more important to understand how to coach and lead them.

The chart below lists common issues encountered when working Generation Y and actions to address them.

Personal time is paramount. 
Focus on the work that needs to be completed.
• Help the team member understand the need to build relationships to be successful at Target, which is difficult to do if they are not present.
• Allow schedule flexibility where possible.

Frequent requests for feedback  
Provide feedback in smaller, less formal ways (in person, phone, and email).
• Provide specific, actionable feedback.
• Interact as a coach, not as an authority figure.
• Be explicit, "I am giving you feedback ... "
• Tie feedback to ways it will help them obtain more opportunities.

Technological savvy

• Provide online resources.
• Use email as one way to send recognition.

Interest in career advancement • Discuss development at each status meeting.
• Assist team member in obtaining mentors.
• Define skills for advancement and manage expectations for timing
of promotion.

DeSire for unique experiences

• Let team member know how his/her tasks fit into the big picture.
• Help team member balance doing routine tasks with those that are more challenging.
• Help team member build the crucial skill of tolerance for monotonous tasks.
• Be personable have a sense of humor while focusing on the work.

Prefer detailed instructions

• Provide basic structure and support them when they take the lead.
• Provide experiences to develop skills and intuition.

Crave rapid advancement 

• Talk about which skills need to be demonstrated before being promoted.
• Present stretch assiqnrnsnts to learn and grow.
• Use new learning opportunities as rewards.


Reference: Managing Generation Y by Carolyn Martin and Bruce Tulgan

Page 7






You can look at other other interesting Tarbutt sites, such as:

http://targetfiling.blogspot.com/
http://targetccguidelines.blogspot.com/
http://beckfordvtarget.blogspot.com/
http://targetguidelines.blogspot.com/
http://targetapdirectives2006.blogspot.com/

Monday, December 8, 2014


Target's Secret Interview Questions

Interviewer Questions for Executive Team Leader or Team Leader

1) Tell me about a time when you exerted extra effort to help a guest.
2) Describe how you think that product out of stocks can be proactively prevented in the store.
3) Tell me about the last time you missed a deadline and why.
4) Tell me about a time when you were asked to do something with little help or direction from others.
5) Tell me about a time when you were asked to do something unexpected or on short notice.
6) Tell me about a time when you had to learn a new skill that was important for your job.
7) Tell me what you think is the significance or importance of maintaining the Target store image.
8) Tell me about a time when you were dissatisfied with the appearance of your work area and what you did to improve it?


Interviewer Questions for Executive Team Leader Human Resources

1) Tell me about a time that you were part of a group that did not work together as well as it should have.
2) Tell me about a time when you went all out to make your store, or work area, look presentable.
3) Tell me about a time when you had to shift attention between multiple activities that competed for your time.
4) Tell me about a work program or project that was not running well and what you did about it.
5) Tell me about a time when you had to shift attention between multiple activities that competed for your time.
6) Tell me about a time when you addressed a safety concern.
7) Tell me about the last time you had too much to do and too little time to do it.
8) Tell me about a time you investigated your work area for possible improvements.
9) Describe a time when you had to deal with a difficult guest or co-worker.


Interviewer Questions for Store Team Leader

1) Tell me about a time when you executed a plan in a timely manner.
2) Tell me about a time when you were unable to help someone.
3) What do you view as the biggest challenge regarding in-stocks in a Target store?
4) Tell me about a time when you asked for feedback that would improve your performance.
5) Tell me about a time when you had to drive a change that was not well received by others.
6) Tell me about the last time you took a project that was a stretch of your skill set.
7) Tell me about a time when you had to introduce yourself to someone new and how you handled this situation?
8) Describe a situation when your planning led to a favorable outcome.
 


Thanks to Dave K for providing this info. If you have confidential Tarbut info send it to me for publication.


Target's Canadian stores lose nearly $1 billion US in under one year

BY LINDA NGUYEN, CANADIAN PRESS FEBRUARY 26, 2014
 Full story at: http://www.vancouversun.com/business/Target+Canadian+stores+lose+nearly+billion+since+opening+last/9553242/story.html


  
Target Corp.'s Canadian stores lost nearly US $1 billion in less than a year of operations as the Minneapolis-based discount retailer began its first expansion outside the United States.  For the full year, the Canadian segment lost US $941 billion before excluded items on US $1.3 billion of sales. Target said its annual gross margin rate was 14.9 per cent.

Hopes had been high last year when the chic discount retailer announced it was opening its first stores in Canada after buying some of the properties from the now-defunct Zellers chain.

Since its arrival in March, the retailer has faced high expansion costs and disappointing sales as shoppers complained about near-empty shelves and notably higher prices than at U.S. Target stores.

Despite the rocky start, Target announced last month that it will be continuing with its Canadian expansion with the opening of nine more stores this year.  It plans on opening two locations in Mississauga, Ont., and one store each in Toronto, Ottawa and Barrie, Ont. Stores will also be added in Edmonton, Victoria, Winnipeg and Candiac, Que.

Five of the locations will be in former Zellers locations, while the others will be newly constructed stores.  By the end of 2014,, Target said it will have a total of 133 locations in Canada.


--------------------------------------------

Don't forget to look at these Target sites:

New addition to keep up with the Target Class Action suits, go to:  

http://targetstoressucks.blogspot.com/

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PREPARE  AND EXECUTE

My Pay and Benefits
Script #3: team member meetings


CONFIDENTALITY NOTICE
You are receiving this information because you have a leadership role in the preparation for 2012 Benefits Open Enrolment. A well defined communication cascade is being followed to ensure the best experience possible for our team members. All intended recipients here have received this communication. If you have any questions contact benefits.feedback@target.com  

ASSUMPTION
Attendees have no prior knowledge of the health care strategy or changes for 2012 Open Enrollment. Leader is aware of the medical plan choices offered at your location. If needed, log into the Health Care Benefits Engagement Portal to view a list of medical plans offered at your location.


OBJECTIVES
• Share business case and changes for 2012 Open Enrollment, as well as what will not change
• Answer questions, direct team members to resources and tools for more information
• Reinforce next steps and what materials they can expect to receive prior to Open Enrollment


WHY WE ARE HERE
• Thank you for joining us/me today. I have some important information to share with you about health care benefits. I will give an overview about what is – and is not – changing and what you can do to prepare for the upcoming Open Enrollment period.
• While I know not all of these changes are applicable to you, due to privacy requirements we must share this information with all team members, so I appreciate your patience and attention today.
• As I share this information with you, please note areas where you would like to know more. I will answer your questions at the end of this meeting.


                                                                                                   18 Leader Execution Guide



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PREPARE AND EXECUTE


BACKGROUND
• Target, like many employers, is faced with the serious challenge of rising health care costs. But, we have a plan.

• Because we care about our teams, Target is committed to providing quality, affordable health care coverage. I am proud to share that we have been able to keep key elements of our health care plans the same in 2012.
  1)  Target will continue to pay for the majority of your health care costs.
  2)  For our national health care plans, the HRA or HAS accounts contributions, health plan deductibles, PPO  copayments, pharmacy copayments, coinsurance coverage, and out-of-pocket maximums will not change in 2012.
  3)  We also have minimized changes to premiums.

• We are working hard to control the things we can, and are making thoughtful adjustments with your best interests in mind. This helps us control costs for you and Target while still providing affordable, quality health care coverage.

• Target is self-insured, which means that the company is fully responsible for the health care benefits we provide. Target is the insurance company. Target decided how the plans work, what team members will pay for coverage, and the services covered by the plan. We partner with UnitedHealthcare and other regional administrators like Kaiser and HealthPattners to confidentially administer the plans.
• Target shares the total cost of health care with you.
  1)  Target pays the majority of the cost.
  2)  Team members share in health care costs through premiums and out-of-pocket expenses like deductibles and co-insurance or copays for health care services.
  3)  Because we share the cost, if health care expenses decrease, Target and team members both save.    And, if expenses rise, we all pay more.

• In order to keep costs down for all of us, we all need to be informed and actively engaged in our health care choices.


CHANGES
• While most of the changes I will share are for the 2012 plan year, some will not affect you until 2013. I want to tell you now, so that you have time to prepare. I will also be providing you with a summary page of all the changes at the end of our meeting.
• Before I share what is changing, I want to emphasize an important point:
  During Open Enrollment, the single most important action you can take is to go     online or call to choose your health care benefits.

Your current medical and dental plans will NOT automatically continue. During your Open Enrollment period, you must log on or call the Target Benefits Center to make your choices.


NOTE: There are two versions of the script change 1. If you offer the Kaiser, HealthPartners, or BCBS-Alabama HMO at your location, read 1B.


NOTE: Hawaii locations DO NOT need to share this change as the medical plans offered in Hawaii are not changing. All other changes (2-4) do apply and should be shared with teams in Hawaii.


                                                                                                                          19 Leader Execution Guide





                                                                                                                                PREPARE AND EXECUTE


1A. LOCATIONS WITHOUT KAISER, BCBS-ALABAMA, OR HEALTHPATNERS HMOs
[Note: Log onto Health Care Benefits Engagement Portal to view a list of medical plans offered at your location]

In 2013, we will offer only account-based health care plan options (HRA or HSA).


Nearly half of our enrolled team members are already enrolled in an HRA or HAS. These plans were first offered in 2006 and have proven to reduce health care costs for both Target and team members because unused HRA and HAS account dollars roll over to the following plan year, helping to build savings to pay for future medical costs.


We will phase out plans that offer flat co-pays for services (like the PPO) and instead offer account-based plans with coinsurance.


As a result, 2012 will be the last year to enroll in the PPO and HMO. These plans will be available only to those who are currently enrolled.


We will continue to offer the Basic Plus PPO for Stores part-time team members. In 2012, the deductible and out-of-pocket maximums will not change.

OR

1B. LOCATIONS WITH KAISER, BCBS-ALABAMA, OR HEALTHPARTNERS HMOs
In 2013, we will offer only account-based plan options (HRA, HSA). Nearly half of our enrolled team members are already in an HRA or HAS. These plans were first offered in 2006 and have proven to reduce health care costs for both Target and team members because unused HRA and HAS account dollars roll over to the following plan year, helping team members build savings to pay for future medical costs.


We will phase out plans that offer flat co-pays for services (like the PPO) and instead offer account-based plans with coinsurance.


As a result, 2012 will be the last year to enroll in the PPO. Only those currently enrolled in the PPO will be allowed to re-enroll for 2012.


While we will continue to offer the Kaiser, HealthPartners and BCBS-Alabama HMO plans because they provide access to doctors and facilities that team members otherwise couldn’t access, these plans will be restructured to more closely align with the HRA plan.


The plans are changing for 2012, but the good news is that the premiums will be decreasing. The (Insert: Kaiser or HealthPartners) plan will continue to have copayments for some services but you will now have a deductible to reach before the coinsurance phase begins. More information about these changes will be shared during Open Enrollment. [Note: do not read this paragraph for BCBS-Alabama s the plan design is not changing in 2012.]


2. WE WILL VERIFY DEPENDENT ELIGIBILITY.
We know that our team members have good intentions when enrolling dependents, but research tells us that approximately 5 to 7 percent of enrolled dependents are actually not eligible. When ineligible dependents are enrolled in our health plans, we all pay the price in the form of higher premiums and out-of-pocket expenses.


In June 2012, all team members with a dependent enrolled in our plans will be asked to provide documentation to make sure that only eligible dependents are enrolled.


For most of you, this will not be a problem. If you are covering someone who is not eligible – such as an ex-spouse, child over age 26, or a niece or nephew for whom you are not the legal guardian – that dependent will be dropped from coverage.


The only action you need to take during Open Enrollment is to make sure you enroll only eligible dependents.   During the Dependent Verification Process in June, you will receive more information about the process, what documents are required, and support to help you complete the process. This will keep our overall costs down for all of us. Information about who is eligible is available online at http://www.targetpayandbenefits.com/  or by calling the Target Benefits Center at 800-828-5850.


                                                                                                                         20  Leader execution Guide





                                                                                                                               

PREPARE AND EXECUTE

3.  A TOBACCO SURCHARGE WILL BE INTRODUCED.
Because tobacco use increases health care costs, you will pay an annual surcharge of $260, which equates to $5 per week, if you or any of your enrolled dependents use tobacco products.
During 2012 Open Enrollment, you will be asked to state whether you or any of your covered dependents have used tobacco products in the past six months. If you do not complete this step, you will be charged the $260 tobacco surcharge.


There are two ways to end the tobacco surcharge:
1) After six months of being tobacco free, call the Target Benefits Center to have the surcharge removed,

OR

2) Complete the free ‘Quit Plan’ tobacco cessation program and call the Target Benefits Cengter to have the surcharge removed.

4. ALL TEAM MEMBERS MUST GO ONLINE OR CALL TO ENROLL THIS YEAR.
The best way to become a better user of health care is to understand your options and make informed decisions. That’s why this year you must actively choose your benefits during Open Enrollment.

You can do this one of two ways:
   1)   Go online to www.targetpayandbenefits.com,  or
   2)    Call the Target Benefits Center at 800-828-5850  

This is a change from prior years, when you did not need to do anything if you were happy with your current plan. 

However, because we are moving to HRA and HAS plans and you will have new dental options to choose from and because many team members are in plans tht my not be most cost effective option, everyone must take this action this year during Open enrollment.

All the information you need will be available online. By reviewing your options and making your benefit choices, you are taking the first important step in being an informed health care consumer.

We want you to choose for yourself. If you do not go online or call the Target Benefits Center to re-enroll, you will be placed into a Target-selected medical plan and will be listed as a tobacco user, resulting in the $260 annual surcharge.


  • We all need to take an active role in our health care decisions. We are asking for your commitment and partnership through this process. Together, we can manage our health and our health care costs.
PAUSE AND ANSWER QUESTIONS

•  I know this is a lot of information.
•  I would like to answer your questions or concerns.
[Respond using FAQs. If questions are asked that are not ddressed via FAQs, note them and email them to benefits.feedback@target.com]
                                                                                                                         21  Leader execution Guide


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 PREPAIR AND EXECUTE

NEXT STEPS
 The most important point I can make today is you MUST take action and go online or call to re-enroll in your benefits during your Open Enrollment period.   

Re-enrollment activity is highest near the end of each Open Enrollment period, so plan ahead to re-enroll early.
•  If you are not familiar with the website or don’t remember your password, please log on to http://www.targetpayandbenefits.com/  or call 800-828-5850 today to make sure that you are ready well before for Open Enrollment.
•  Even if you aren’t eligible for or interested in health care benefits, the targetpayandbenefits.com web site provides information about benefits offered to all team members, including the My Discounts website with hundreds of discounts on various goods and services, information about our free NurseLine, Team Member LifeResources and more. I encourage you to take a look.
•  Important information will be sent to your home during the upcoming months, be sure to log onto her or insideTGT to ensure that your home address is up-to-date.
•  Just as in prior years, you will receive an Open Enrollment packet that explains your enrollment options, premiums and other important information. This year it is even more important to read these materials before you enroll.
•  Changes cannot be made after March 31, 2012. Saying you were not informed about required re-enrollment will not qualify as an exception. You will be notified of required enrollment through mail, from leadership and through other communication vehicles.
•  There will be a training session available to you to help you learn more about Open Enrollment, the tools available to you, and how to use the website to enroll online.
•  Thank you for your time today.
[Respond to additional questions using the FAQs provided.]


CLOSE


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===========================================================

  Target HQ is busy looking in-


A big 'Hello' to all you Tarbutt HQ types who are looking in from Minneapolis!  I see you are spending record amounts of time on this site and also looking at some of my other sites.
 
When you drop by my blogs, site meters record this, what you look at, how long you spend and I am working on getting an app that will let me know what you had for lunch (ok I just made that one up).

IP Address: 161.225.196.111 — [Target Corporation]
Operating System: WinXP
Location: Minneapolis, Minnesota, United States
Resolution: 1280x800
Visit Length: 23 hours 45 mins 5 secs
(this stat is just for the last 2 days!)


You are all welcome, download all you like and poke around as much as you want.  Some of you may be thinking of leaving Tarbutt, before you do be sure and take with you some nice T. confidential information and when you are gone keep me in mind as I would like to publish some of these documents.  I am particularly interested in anything that shows other Team members just how T. is screwing them, so keep me in mind for such things but FYI, I do not pay for or sell such info.  (drop a line to me via:  consumeractivist@hotmail.com )

Don't forget to look at other interesting Tarbutt sites, such as:
=========================================================

 12/31/11
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Saturday, December 6, 2014


Target AP Directives

Note: 

1) The Directives is presented in 2 formats, top one more suitable for cut and paste 2nd one as originally provided to me by Target security guard.

2) The blog continues after this document. If it is of no interest to you just skim through it and continue with another 2 years worth of posts,

3) There is a seperate, and better, blog containing this same info with the red highlights which show changes made from a prior edition, see: http://targetapdirectives2006.blogspot.com 

========================================


Revision: 01-2006
Effective: 02-22-2006

PREFACE


A. DirectivesAssets Protection (AP) Directives are the basic guidelines by which we conduct our business. As an AP team member, you are expected to follow the Assets Protection Directives at all times. Violation of any Directive shall be handled according to the applicable coaching and corrective action policy (see Corporate Policies - Counseling and Corrective Action).Directives are to be followed by all team members and if you are instructed to violate a Directive you must immediately notify your supervisor.

If the order involves your supervisor, notify the next level AP team member.The Directives are in addition to, and not intended to supersede any company policies and procedures. The Directives are not contracts, expressed or implied. Following the Directives does not guarantee continued employment by Target.NOTE:If you become involved in situations that are not covered by a Directive, you are expected to act in Target’s best interests and in a manner that avoids liability.

B. Note, Caution, Warning StatementsNote, Warning and Caution statements are used within the Directives to emphasize important and critical information. AP team members must read these statements to help ensure their safety and the safety of other team members and guests.
1. Note - A Note is a statement used to notify people of information that is important, but not hazard related.
2. Caution - A Caution indicates a potentially hazardous situation that, if not avoided, could result in minor or moderate injuries.3.

Warning - A Warning indicates a potentially hazardous situation that, if not avoided, could result in death or serious injury.

C. Revision Number/Effective Dates/Highlighted TextEach directive shall be noted with a Revision Number, the Effective Date of the revision and Change bars.
1. Revision Number - Directive revisions will be sequential indicating the number and year of the revision (example: 01-2006 = the first revision in 2006, 02-2006 = the secondrevision in 2006, etc.).
2. Effective Date - All Directives shall include the date the revision becomes effective.3. Highlighted Text - Highlighted text (red font) is used to indicate changes within the current revision . This allows for easier review so the user can identify areas that havebeen modified.



AP GENERAL POLICIES
Revision: 01-2006 Effective: 02-22-2006

A. Confidentiality

AP incidents and cases contain sensitive material that must be treated as confidential. In addition, all AP team members must adhere to the following rules regarding confidentiality:
1. All information regarding investigations is considered confidential and shall not be discussed with persons not involved with the investigation.
2. Information received from law enforcement is considered confidential and may not be
discussed with persons not involved with the investigation.
3. Information received from background screening, drug screening, previous employers,
proprietary systems, team members’ files and other similar information is considered
confidential and is not to be discussed with any persons not involved in the investigation.
Requests for this information by law enforcement shall be referred to the manager or
District Assets Protection Leader (DAPTL)/Distribution Group Assets Protection Leader
(Distribution GAPTL).

B. Information Security
AP team members are required to ensure the security of Target’s confidential information by using that information appropriately and safeguarding it. All Information that Target creates, stores, transmits, or uses in conducting its business is the exclusive property of Target.

1. Computers/Laptops/PDAs/Treos - Target computers contain sensitive information and steps must be taken to ensure the protection of that information at all times.
a. Passwords - Never share passwords with other people, your password shall be
used for your access only.
b. Computer Access - Ensure access to your computer is locked when leaving it
unattended.
c. Do not leave laptops/PDAs and Treos in exposed areas when traveling
(examples:In a car, hotel room, in checked luggage, etc.).

Target’s Information Security Policy can be found online at TGT under the Company & Culture tab.

C. Knowledge of Wrongdoing

AP team members will immediately bring to the attention of the appropriate Target team member (supervisor, next level supervisor, Human Resources, Integrity Hotline, etc.) knowledge of any:
1. Theft of any Target assets.
2. Falsification of Apprehension/Recovery reports.
3. Deviation from approved apprehension procedures.
4. Failure to report a Non-Productive Incident (NPI).
5. Detrimental conduct in violation of company polices, including but not limited to:
a. Possession or use of alcohol on company property.
b. Possession or use of a controlled substance on company property.
c. Possession or use of a weapon on company property.
6. Harassment.

D. Crimes Against Property/Persons


AP members must report any crimes against person and crimes against property occurring on Target property.

NOTE: This Directive does NOT apply to merchandise vadalism cases. Loss to Target property (including merchandise) is reportable via the Property Loss Program.

1. Documentation - The following documentation shall be required following any crime against a person or property:
a. Enter all cases into Common Incident Reporting System (CIRS) within 24 hours
of the incident, documenting the type of incident, parties involved and any actions
taken by AP and/or Target.
b. Obtain witness statements from all team members who were witness to the
incident.
c. Request copies of any police/mall security reports and retain in the case file.
d. Complete a post Serious Incident Report/NPI Follow-up Report when requested.
Return one copy to HQ and retain a second copy in the case file.

2. Notification
a. Notify the DAPTL/Distribution GAPTL of all crimes against persons and any
recurring crimes against property (i.e. patterns of car theft/vandalism).
b. Notify the STL in all cases of property loss. It shall be the STL’s responsibility to
ensure the appropriate Property Loss Reports are completed.
c. Notify the Guest Reporting Center.
d. Call Alert One (see Emergency Procedures Flip chart).
E. Minimum Age for AP Team Members

All AP team members must be at least 18 years of age at the time they are hired.

F. Conflict of Interest

Target AP team members may have full or part-time employment elsewhere, unless that employment would result in a conflict of interest as defined by Target’s Business Ethics - Code of Conduct and/or any additional items listed in this section.

AP team members shall be aware of the contents of the Business Conduct Guide and the provisions of the Guide with respect to Conflict of Interest, including Target’s policy on vendor gifts and other potential conflicts.

1. Existing Conflict
a. A Conflict of Interest exists when one (1) or more of the following apply:
1. An AP team member is employed by another business that competes
with Target or in a security position with another retailer that involves
apprehending shoplifters or dishonest team members
2. An AP team member’s other employment interferes with the ability to
perform essential functions of the job at Target.
3. An AP team member’s other employment conflicts with scheduling or court
commitments.
4. An AP team member’s other employment is a paid, sworn law enforcement
position where a team member is employed by a government entity (sheriff,
deputy sheriff, peace officer, etc.) in any community (due to the nature of
the work responsibilities).
5. An AP team member’s other employment is with a company with which Target does business, if interaction with Target would be required or could occur.
2. AP Team Members working in Non-AP Roles - Due to the unique responsibilities
associated with Assets Protection, AP team members are NOT permitted to work in
Non-AP positions within the same store.
NOTE: AP team members may work additional hours in a Non-AP position at an alternate store or Distribution Center (DC).

G. Court Testimony Payments

1. In some jurisdictions, AP team members may receive a fee from the court for appearing
as a witness on behalf of the State, County or City for cases stemming from or related
to their employment as Target team members.

2. Any witness fee checks shall be turned over to the Executive Team Leader - Assets
Protection (ETL-AP) or Assets Protection Group Leader (APGL) for deposit into the
appropriate account used to off-set business expenses. The DAPTL or Distribution
GAPTL shall provide the ETL-AP/APGL with the appropriate account information.

3. The ETL-AP shall partner with HR regarding payroll related questions for team
members and former team members testifying on behalf of Target.
H. Team Member Package/Locker Checks

Target reserves the right to monitor or inspect work areas or items that team members bring to work, like coats, purses, backpacks, bags or packages. Target also reserves the right to monitor or conduct inspections of work areas and/or personal property at any time.

This section outlines procedures for conducting team member package/locker checks.

1. Team member package/locker checks shall be conducted by an AP team member,
the Leader on Duty or contracted guards (at DCs).
2. Each store/DC shall have a designated location for team members and partner business
team members to secure packages while the team members are working.
3. Package checks of team members/partner business team members shall be performed
at the door as the team member exits after their scheduled shift.
4. A witness (example Leader on Duty, another AP team member, etc.) must be present
when conducting team member package/locker checks.
5. All vendor packages shall be checked at the service desk.
6. Team members shall not be allowed to keep any purchases or personal packages in
their work area or adjacent stockroom.
7. All team members/partner business team members must have the original sales receipt
in the package/shopping bag.

APPREHENSION GUIDELINES
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
This section lists the steps that MUST be followed in order for an AP team member to make a shoplifting apprehension. All steps must be observed, unless otherwise noted, and a detailed description of each step documented in the CIRS case narrative.
B. Certification
Only certified AP team members are authorized to apprehend or assist in the apprehension of shoplifters. Certification is received upon the completion of the following AP Academy courses:

1. Nonviolent Crisis Intervention R - must be completed within 30 days of hire date.
2. Position's Basic Training Courses
3. External Apprehension Certification
C. Five Steps for Apprehension
Certified AP team members must observe all five steps prior to making a shoplifter apprehension.

NOTE: If local law enforcement takes independent action and makes an apprehension before all five steps are met, the details must be documented in the CIRS report.

1. Initiation of Observation - The subject must enter the store/area without possession of Target merchandise.
2. Selection - The subject must be observed selecting Target merchandise from the display location.
3. Concealment - The subject must be observed concealing the merchandise, or the AP team member must have NO reasonable doubt based on observations that the merchandise has been concealed by the subject.
NOTE: If the merchandise is not actually concealed, it must be exposed as the subject exits or attempts to exit the store.
4. Maintain Observation - The AP team member must maintain sufficient surveillance of the subject in order to know the location of the merchandise and ensure the subject does not discard the merchandise.
NOTE: A Productive Merchandise Recovery (PMR) shall be attempted if surveillance is broken for any reason, or the AP team member can not maintain sufficient surveillance. (See PMR Directive).
5. Failure to Pay for Merchandise/Exiting the Store -AP team member(s) must observe the subject attempt to exit the store without paying for the merchandise.
NOTE: Some jurisdictions allow variances from the exiting requirement to allow apprehensions of concealed merchandise before an individual reaches the building’s exit. In these cases, the requirements must be documented and approved by the Director or Vice President of Assets Protection using the "Variance from Exiting Form" (found on the AP Zone).


SAFENESS - SUBJECT WITH A WEAPON
Revision: 01-2006 Effective: 02-22-2006
A. Purpose

The safety of Target team members and guests is our highest priority. Exercising appropriate caution in the process of making an apprehension is critical.

B. Subject with a Weapon

1. Weapon - A weapon is defined as any object that could potentially be used against a
team member or guest. Weapons include, but are not limited to, box cutters, knives,
scissors, screw drivers, hand guns, stun guns, chemical agents and clubs.
2. If a weapon is used or displayed, or if any AP team member has reason to believe a
subject is in possession of a weapon during any of the five apprehension steps:
a. Back away and do not attempt to make an apprehension.
WARNING: Do not put another team member at risk by requesting the subject be "Guest Serviced".

CAUTION: If subject is observed cutting merchandise with an unknown object, treat that object as a weapon and follow steps listed in 2. above.

b. Contact law enforcement and advise:
1. Your name and title,
2. Your phone number,
3. Store location / address,
4. Description and location of the subject, and
5. Type of weapon being used by the subject.

NOTE: If law enforcement cannot respond, allow the subject to leave the store and document the subject’s description,subject’s vehicle description and any merchandise taken from the store, and document the case in CIRS as a Known Theft Report (KTR).
c. Return to the AP office and maintain surveillance of the subject via Closed
Circuit Television (CCTV).
d. Document the case in CIRS using the steps outlined in the Documentation
section:
1. If law enforcement makes an apprehension, document the case as
a merchandise theft.
2. If law enforcement is not available, allow the subject to leave and
document the case in CIRS as a KTR.
3. If you are confronted or threatened by a subject armed with a weapon:
a. Immediately attempt to disengage from the subject.
b. Allow the subject to exit the store.
c. If necessary, use the verbal de-escalation skills taught in
Nonviolent Crisis Intervention R training.
d. Contact law enforcement, your DAPTL and Alert One
1. Any incident that results in a serious injury to a team member, guest or
detained subject must be communicated to Alert One immediately and
reported electronically by the LOD.
e. Document the case appropriately in CIRS (threat or assault) using the steps
outlined in the Documentation section.

NOTE: Following any altercation, the AP team member(s) involved shall review the occurrence with their supervisor and the ETL-HR for safeness and procedural compliance and to determine if any further training is required.

C. Use of Weapons, Chemicals or Body Armor by a Team Member

1. Weapons - AP team members are prohibited from possessing or using any type of
weapon while on company property.
a. Team members are prohibited from using any type of AP/Target equipment
(radio, handcuffs, etc.) as a weapon.
b. Team members are prohibited from possessing or using saps, nightsticks,
billy clubs, blue jacks or other similar devices on company property, which
includes the parking lot, at any time, whether on or off duty.
2. Chemicals - AP team members are prohibited form possessing or using chemical
protection devices, other than for personal protection to and from work. (Examples: Mace,
pepper spray. etc.)

NOTE: All chemical protection devices must be secured in a Non-Assets Protection area during the team member’s work shift.
3. Body Armor - AP team members are prohibited from wearing bulletproof vests or other body armor equipment while on duty.

NOTE: Contracted guard services working on company premises may carry defensive weapons or a firearm only as authorized by the Director/Vice President of Assets Protection.




SAFENESS - REASONABLE FORCE / PHYSICAL ALTERCATIONS
Revision: 01-2006 Effective: 02-22-2006

A. Reasonable Force

1. Reasonable Force is defined as the least amount of physical force necessary to make an apprehension, while ensuring the safety of bystanders and yourself. When making an apprehension, Reasonable Force may be used to protect AP / Target team members and guests (bystanders).
2. If an AP team member believes a subject poses a physical threat, handcuffing guidelines (outlined in the Handcuff Directive) shall be followed and law enforcement contacted immediately.

B. Physical Altercation

If an altercation occurs:
1. Immediately attempt to disengage from the subject.
2. Allow the subject to exit the store.
3. If necessary use Nonviolent Crisis Intervention R training.
4. Contact law enforcement and Alert One.
a. Any incident that results in a serious injury to a team member, guest or detained subject must be communicated to Alert One immediately and a Guest Service Report filed.
5. Communicate the incident to the Store Team Leader (STL) and/or Leader on Duty, your DAPTL and HR as soon as possible.
6. Document the case appropriately in CIRS (threat or assault) using the steps outlined in the Documentation section.

NOTE: Following any altercation, the AP team member(s) involved shall review the occurrence with their supervisor and the ETL-HR for safeness and procedural compliance and to determine if any further training is required.


SURVEILLANCE
Revision: 01-2006 Effective: 02-22-2006A.
General Guidelines
1. Surveillance conducted by AP team members of any individual shall be based only on the actions and behaviors of the individual.
2. Surveillance shall not be based on individual characteristics such as age, gender, race, sexual orientation, disability, national origin, religion, etc.
B. Certification
Only certified AP team members are authorized to conduct physical and/or CCTV surveillance. Certification is received upon the completion of the CCTV training outlined in the AP Academy Basic Training.
C. Surveillance Equipment
Surveillance equipment is defined as any audio or video equipment that assists in the monitoring and/or recording of an individual’s actions or words.
1. Surveillance equipment is the property of Target and shall ONLY be used by AP team members for approved company use. Improper use of equipment (example: using cameras to follow guests or team members for non-AP reasons) is prohibited, any AP team member caught using surveillance equipment in an inappropriate manner is subject to applicable coaching and corrective action.
2. Requests to use surveillance equipment for business purposes other than AP-related investigations must be approved by the DAPTL / Distribution GAPTL.
3. The store ETL-AP/APGL is responsible for all surveillance equipment including the proper use, location and maintenance of all equipment.
4. Video Footage - All video footage captured in by AP surveillance equipment is property of Target and shall only be used for evidentiary purposes. Any misuse, misrepresentation or manipulation of video footage by any team member is subject to applicable coaching and corrective action.

NOTE: AP surveillance is confidential and access to view the video shall only be granted to individuals with proper approval. AP team members shall partner with DAPTL (external cases) and DAPTL and HR (internal cases) prior to allowing anyone other than AP team members working on the investigation or law enforcement to view AP video.
a. Old videotapes that are no longer usable shall be destroyed by cutting the tape and removing the ribbon.
5. Public View Monitors
a. Recording of all Public View (and Exit View where applicable) monitors is required 24 hours a day, 7 days a week for digital and non-digital stores.
b. Public/Exit View images shall be retained for a minimum of 31 days for all stores.
6. Fitting Rooms / Restrooms - Target does not allow the use of surveillance equipment in or over fitting rooms or restrooms, or allow surveillance equipment to be positioned in such a way to provide the opportunity to monitor fitting rooms or restrooms.
7. Executive’s / Supervisor’s Office - Audio or video equipment may not be placed in or over an executive’s or supervisor’s office without prior approval from the Director / Vice President of Assets Protection and HR.
8. Tape Recorders - Tape recorders and other listening devices shall not be used by store based AP team members. Recorders may be used by Investigations team members, procedures are outlined in the Investigations Directives.
D. Critical vs. Non-Critical Equipment
AP surveillance equipment is divided into two categories, critical and non-critical. The ETL-AP/APGL shall be responsible for ensuring all equipment is properly maintained and repaired according to the requirements/time lines listed below:

1. Critical Equipment is defined as devices which impact safeness strategies.
a. Critical equipment includes:
1. Exterior cameras, including Pan, Tilt and Zoom (PTZ) and fixed cameras used for parking lot surveillance.
2. Entrance/exit cameras, including trucker’s door, team member entrance (where applicable) and front entrance public view monitors.
3. Other public view monitors including fitting rooms, guest service and where applicable Garden Centers.
4. AP Booking room camera, Cash Office camera, Front Lane and Guest Service Desk camera.
b. Critical equipment must be repaired within 48 hours of the reported breakdown.
c. Any breakdown of critical equipment must be reported to the DAPTL immediately.
2. Non-Critical equipment is defined as all other AP surveillance equipment.
a. Non-critical equipment must be repaired within 72 hours of the reported breakdown.
3. The DAPTL/Distribution GAPTL must be notified immediately if timing for repairs of critical or non-critical equipment exceed the time limits listed above.
E. Off-site Surveillance
AP stores team members are not authorized to conduct off-site (outside of Target property) surveillance. Off-site surveillance may only be conducted by a certified Investigations team member, pursuant to Investigations Directives.

PRODUCTIVE MERCHANDISE RECOVERIES (PMRS)
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
In situations where not all five apprehension steps can be observed, and it is safe to do so, the AP team member(s) shall attempt a Productive Merchandise Recovery.

If the AP team member is able to recover the merchandise, the incident shall be documented in CIRS as a PMR - Productive Merchandise Recovery. If the AP team member is unable to recover the merchandise, the incident shall be documented in CIRS as a KTR - Known Theft Report.

WARNING: A PMR shall not be attempted if the subject is in possession, or believed to be in possession, of a weapon. In these cases the AP team member shall ensure the subject is captured on video and shall attempt to get vehicle information (make, model, license plate number) as the subject exits the store.

1. During a PMR an AP team member may:
a. Contact another non-AP team member, wearing red and khaki, to initiate guest service without reveal the reason for the request.
b. Make themselves visible to the guest as a deterrent.
c. Contact a Sales team member or research in store registers to determine if an item was purchased.
d. Ask an uniformed AP team member (TPS or ETL-AP) to stand by the exit doors to act as a deterrent.
2. During a PMR an AP team member may NOT:
a. Initiate a PMR, ask another team member to initiate a PMR or ask a non-AP team member to guest service the subject if they believe the subject is in possession of a weapon.
b. Touch an individual or anything they are carrying.
c. Ask for merchandise or make accusations of theft of merchandise.
d. Ask another team member to accuse, remove merchandise or make inappropriate gestures to the individual.
3. If the guest initiates interaction with an AP team member:
a. Verbally identify yourself as Assets Protection, but do not show identification.
b. If the guest pursues the conversation, refer the guest to store management for resolution.
4. All PMRs shall be entered into CIRS using the steps outlined in the Documentation section.

TARGET PROTECTION SPECIALIST (TPS) MERCHANDISE RECOVERIES
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
Uniformed TPS team members may conduct receipt checks and EAS responses at Target store exits when a guest is departing the store with high dollar / high theft exposed merchandise (receipt checks) or when an EAS alarm sounds as the guest exits the building.
B. During a TPS Merchandise Receipt Check
1. The Uniformed TPS may:
a. Check receipts for high dollar / high theft exposed merchandise.
2. The Uniformed TPS may NOT:
a. Check bagged items to determine whether or not something has been concealed or paid for.
b. Create an EAS Alarm in order to check the purchases or bags of a guest or team member. Creating an alarm includes but is not limited to:
1. Turning the system off and back on to cause an audible signal when a guest/team member walks through the pedestals.
2. Affixing or placing a live EAS tag onto or onto a purchase by a guest/team member.
3. An AP team member walking through a pedestal with an EAS tag at the same time a guest or team member is exiting the store.
4. Any other manipulation of the EAS system to cause an alarm.

3. Whenever possible, TPS receipt checks shall take place inside the building.

4. If a guest becomes uncooperative during a receipt check:
a. Apologize and allow the guest to leave with the merchandise.
b. Get a description of the guest and vehicle and document in the CIRS report.

NOTE: TPS Merchandise Receipts checks are only to be conducted by uniformed TPS team members. APS team members may not conduct merchandise receipt checks. If a uniformed TPS is not available, the LOD, GSTL or ETL-AP shall follow the outlined procedures; other team members are not permitted to conduct receipt checks.

C. Documenting TPS Merchandise Recoveries
The following procedures shall be followed by the TPS when documenting any TPS recovery or attempted TPS recovery.

1. Each TPS Recovery must be documented in CIRS.
a. Cases shall be identified as "Other" / "TPS Merch Recovery".
b. Note the time, date and location of the recovery (example: 11:03 am, November 27, Green exit).
c. List all merchandise recovered.
d. Do not add multiple recoveries to the same report; each TPS recovery shall be entered as a single incident with a unique CIRS case number.

NOTE: CIRS reports may be called upon if a case goes to criminal or civil trial and therefore are incident specific and shall only contain a single incident.
D. EAS Alarm Response
If an EAS alarm sounds, the uniformed TPS shall follow the procedures outlined below. If a uniformed TPS is not available, the LOD, GSTL or ETL-AP shall follow the outlined procedures; other team members are not permitted to respond to EAS alarms.

1. Guests with visible purchases:
a. Approach guest and conduct merchandise receipt check to verify purchases and deactivation of EAS tags.
1. If you find the item on the receipt, deactivate the item and allow the guest to leave.
2. If the item is not on the receipt, ask the guest if they would like to purchase the item.
3. If the guest does not have, or cannot find a receipt, ask the guest which cashier rang up their purchase and verify with the cashier. If the purchase cannot be verified, contact another AP team member for assistance.
4. Searches of a subject’s personal possessions (example: purse) for evidence (merchandise) is not allowed unless the subject initiates the search or requests an AP team member to inspect their possessions.

NOTE: If the guest becomes uncooperative, allow the guest to leave. Obtain a description of the guest and guest’s vehicle and enter it in CIRS.

2. Guest with NO visible purchases:
a. Approach guest and conduct merchandise receipt check to verify purchases and deactivation of EAS tags.
1. If the guest does not have any purchases, ask if they have an electronic key - if so ask to see it.
2. Ask if guest has merchandise from another store - if so ask if they would like it deactivated.
3. If the guest does not have merchandise or an electronic key, allow them to leave the store.
4. If guest shows you Target merchandise that has not been paid for, ask if they would like to purchase the merchandise and allow them to purchase the item(s). If the guest refuses to purchase the item, ask for the merchandise back.
5. Searches of a subject’s personal possessions (example: purse) for evidence (merchandise) is not allowed unless the subject initiates the search or requests an AP team member to inspect their possessions.

NOTE: If the guest becomes uncooperative, allow the guest to leave. Obtain a description of the guest and guest’s vehicle and enter it in CIRS.

APPREHENSIONS 
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
This section covers directives outlining the different types of external apprehensions and the AP team member requirements for each type.
B. Closed Circuit Television (CCTV) Apprehensions
Certified AP team members may make shoplifting apprehensions utilizing CCTV provided each of the following guidelines are followed:

1. The five steps for apprehension have been observed and can be documented by an AP team member.
2. The incident, or any portion of the incident is captured/recorded using non-time lapsed Target CCTV with sufficient surveillance maintained by AP team member(s) to observe the five steps.

NOTE: When two or more AP team members are involved, one team member shall maintain camera surveillance while the second team member makes the apprehension on the floor. If only one AP team member is on duty and is required to discontinue camera surveillance and go to the selling floor, the AP team member can not make the apprehension because sufficient surveillance will have been lost. If appropriate, attempt a PMR.
3. All documentation steps shall be followed to preserve evidence, including retention of all applicable video.
C. Service Desk Apprehensions
Shoplifter apprehensions involving Service Desk transactions shall only be made in the following circumstances.

1. All five apprehension steps have been observed by AP team member.
2. If the subject interacts with the Service Desk, the interaction has nothing to do with the shoplifting apprehension. (Example: After the first four apprehension steps are observed, the subject approaches the Service Desk to ask a team member a question, not related to the shoplifted merchandise. Then the subject attempts to leave the store with the merchandise. AP team member apprehends as subject exits the store.)
3. Single incidents where the DAPTL is contacted for approval prior to making the apprehension. In these cases the following steps must be clearly documented in the CIRS report, in addition to standard requirements:
a. The AP team member must have public view video clearly showing the subject entering the store WITHOUT the merchandise and later approaching the Service Desk with the merchandise.
b. The time and date the DAPTL was contacted for approval.
c. All video footage of the incident including entry of store, selection and apprehension. All video must be retained with case file.
4. Incidents where a person or group of individuals have known theft activity in an area and where the DAPTL
has given prior permission to a SPECIFIC AP team member to make an apprehension. The incident must be
documented as follows:
a. The AP team member must have public view video clearly showing the subject entering the store WITHOUT the merchandise and later approaching the Service Desk with the merchandise.
b. The time and date the DAPTL was contacted for approval.
c. All video footage of the incident including entry of store, selection and apprehension. All video must be retained with case file.

NOTE: Under NO circumstances are AP team members allowed to contact Service Desk team members in order to influence the outcome of a transaction.
D. Restroom / Fitting Room Apprehensions
AP team members are not allowed to conduct surveillance or make apprehensions in restroom and/or fitting rooms.
1. AP team members are not allowed to follow subject’s into a restroom or fitting room to conduct surveillance.
2. AP team members shall not ask another team member to enter a fitting room or restroom to conduct surveillance.

E. Transactional Fraud Apprehensions

Transactional fraud is defined as "using transactional documents dishonestly to cause a loss to Target". Transactional documents include; checks, credit cards, gift cards, merchandise vouchers and coupons.
Certified AP team members may make Transactional Fraud apprehensions only when ALL of the following conditions are met:
1. The AP team member has completed required training listed below:
a. Position's Basic Training Courses,
b. External Apprehension Certification and
c. Transactional Fraud Apprehension Training.

2. The AP team member has verified the transactional fraud. 3. The AP team member has pre-approval to make the transactional fraud apprehension from their Group Assets Protection Team Leader (GAPTL), DAPTL or Assets Protection Investigations Team Leader. 4. The pre-approval must include specific guidelines under which the apprehension shall be made, for example; the subject’s name, description and or account number, verification of the fraud from the account holder or bank or institution issues the transactional document.

NOTE: If the AP team member does not have pre-approval but observes behaviors that indicate an individual may be engaging in transactional fraud, the AP team member must contact one of the partners listed in 3. above and give details of the transaction in order to obtain approval prior to attempting apprehension.

F. Vendor/Partner Business Team Member Apprehensions
1. A Vendor team member is defined as: "A person who delivers a product or provides a service to Target. Vendor team members typically do not wear Red and Khaki. Vendor team members do not receive Point of Sale (POS) training or have access to the POS system." These cases are coded in CIRS as "External" cases. (Examples of Vendor team members: product representatives such as Coke or Pepsi, etc.)
2. A Partner Business team member is defined as a person who works within the four walls of a Target store/DC, but is not employed by Target. These cases are coded in CIRS as "Internal" cases. (Examples of Partner Business Team Members: Optical team members, team members working in Life Touch Studios, Minute Clinic team members, janitorial service team members, etc.)

AP team members are responsible for knowing which Partner Business team members conduct business in their buildings. When investigating a Partner Business team member, it is important to determine who employs an individual and whether Target assets, the Partner Business assets or both are involved. If there is any doubt regarding who employees an individual, contact Human Resources.

3. Vendor/Partner Business team member apprehensions shall be made using the following guidelines:
a. When the five steps for apprehension have been met:
1. The matter shall be handled like an external shoplifting incident.
2. If the vendor/partner business team member is working at a Target store/DC during non-business hours the vendor team member
may be apprehended as they are exiting the store/DC at the end of their work shift.
3. The DAPTL/Distribution GAPTL shall be advised that a vendor/partner business apprehension has occurred.
b. In cases where the five steps for apprehension have not been met:
1. The DAPTL/Distribution GAPTL shall be contacted to discuss the extent of the investigation and determine the
appropriate course of action.
2. The DAPT/Distribution GAPTL will decide whether or not the vendor/partner business team member shall be interviewed
to determine the scope of the theft.
NOTE: All interviews of vendor/partner business team members shall be conducted by the ETL-AP/APGL or DAPTL/Distribution GAPTL.
4. Contacting the vendor/partner business team member’s employer:
a. All contact with employer of the vendor/partner business team member shall be handled or coordinated by the DAPTL/APGL.
b. The DAPTL/APGL may contact the vendor/partner business company to inform them of the team member apprehension.
c. The DAPTL/APGL will inform the vendor/partner business that the apprehended team member is no longer permitted to
provide service to ANY Target store/DC.

NOTE: Target will not request the vendor/partner business terminate any apprehended team member; the call is to only to inform the vendor/partner business that the particular team member is not allowed to return to provide service at a Target store/DC.

NOTE:Target will not participate in any decision by the Partner Business regarding the apprehended team member’s employment.
5. When investigating a cash loss, partner with your Centralized Sales Auditor for assistance with recovery opportunities.

HANDCUFF USE
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
AP team members who have successfully completed the Handcuff training shall be provided handcuffs to be used during an apprehension when a subject becomes violent or a danger to others.
B. Handcuff Use
1. AP team members may not carry or use handcuffs unless they have successfully completed the approved Target AP handcuff training program.
2. Handcuffs shall only be used in the following situations:
a. The subject being apprehended becomes violent,
b. The subject attempts to break away from the custody of the AP team member, or
c. There is reason to believe the subject may become violent or may pose a risk to the safety of AP team members, other Target team members or guests.

3. Handcuffs shall not be applied until the AP team member(s) is able to maintain reasonable control of the subject. If the AP team member(s) can not maintain control of the subject while handcuffing, the team member shall abort the apprehension.
4. The subject’s hands shall only be handcuffed behind them, and the handcuffs shall be double locked.
5. A subject shall not be handcuffed to another person or to any object (chair, car, etc.), except for handcuff bars in AP offices that are equipped with them.
6. A handcuffed subject shall never be left unattended.
7. Once a subject is handcuffed, the handcuffs shall only be removed in the presence of a law enforcement officer.
8. Handcuffs and handcuff keys are the property of Target and shall not be taken home by team members.

NON-PRODUCTIVE INCIDENTS
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
A Non-Productive Incident (NPI) is defined as an apprehension that is initiated where no Target merchandise is recovered. This section outlines the steps that must be followed after any NPI.
B. NPIs Involving an Adult
The following outlines the steps that must be taken by AP team members after a NPI occurs:
1. Release the guest - Once it is determined that a guest suspected of shoplifting does not have merchandise, the guest must be released immediately. The AP team member(s) involved shall apologize to the guest for any inconvenience, and allow the guest to leave the store. If the guest requests to speak to a manager, refer the guest to the Leader on Duty (LOD).
2. Contact the DAPTL to inform that a NPI has occurred in the store.
3. Document the incident in CIRS as a NPI - Non-Productive Incident.
4. AP team member(s) involved must write out a chronological list of events identifying:
a. The five steps of apprehension observed (as applicable).
b. An attempt to identify where the subject may have discarded the merchandise and, if merchandise can be located, investigate how the AP team member did not observe the discard.
5. Partner with the ETL-AP/DAPTL and ETL-HR on corrective action.‘
6. Retain ALL video of the event as outlined in "Documentation Steps"

NOTE: Video of NPIs shall be retained with case files for a period of 7 years.

C. NPIs Involving a Juvenile
In cases involving a juvenile, all steps in B. above shall be followed. In addition, AP team members shall use good judgement when releasing a juvenile to ensure they may safely leave the premises (example: not allowing a juvenile to leave the store unescorted if the apprehension took place during daylight hours and it has since become dark). In these cases, the AP team member may choose to contact the juvenile’s parent or another responsible party.

SEARCHES OF PERSONS, PRIVATE RESIDENCES OR MOTOR VEHICLES
Revision: 01-2006 Effective: 02-22-2006
A. Searches of Persons
1. AP team members are not allowed to conduct physical searches of subjects. Physical searches may only be conducted by law enforcement.
2. Searches of a subject’s personal possessions (example: purse) for evidence (merchandise) is not allowed unless the subject initiates the search or requests an AP team member to inspect their possessions. CIRS narrative must be documented to indicate subject requested possessions to be searched by AP team member.
B. Searches of Private Residence or Motor Vehicles
1. AP team members will NOT participate in a search of a private residence or motor vehicle.
2. At the request of law enforcement, AP team members may provide assistance in identifying company merchandise.
a. GAPTL approval is required prior to AP team members assisting in any search assistance as outlined in B. 2. above.
b. If the assistance criteria listed above is met, the role of the AP team member is to only answer questions and/or verify Target merchandise.


PURSUIT OF SHOPLIFTERS
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
Shoplifter apprehensions are to be handled in a professional manner and as discreetly as possible. Safety of guests and team members always comes first.

1. Fleeing Shoplifter
a. If a shoplifter attempts to flee after being confronted, do not give chase in any manner (running, driving, etc.).
b. Store based AP team members shall not use any vehicle to follow or pursue a subject for any reason.
c. AP team members shall not encourage, condone, suggest or ask another Target team member or anyone else to chase a fleeing shoplifter.
2. Documentation
a. If a shoplifter flees, the AP team member shall document the incident in CIRS as a Known Theft Report using the steps outlined in the Documentation section of this manual.



LAW ENFORCEMENT REFERRAL GUIDELINES

Revision: 01-2006 Effective: 02-22-2006
A. General Referral Guidelines
1. The ETL-AP shall be responsible for partnering with local law enforcement / prosecutors office annually to determine the prosecution requirements for their jurisdiction and must have a completed Prosecutor’s Questionnaire on file in the Assets Protection office. The Prosecutor’s Questionnaire shall be updated annually to ensure the most current practices are being followed and a copy of the Questionnaire shall be kept in the local AP Office.
2. AP shall refer for prosecution all individuals apprehended for retail theft when the value of the merchandise is $20.00 or greater and the case meets local prosecution requirements.

NOTE: If a case meets/exceeds the $20.00 referral guideline, but is NOT referred, the reason for non-referral must be included in the CIRS narrative. (Example: Local jurisdiction limits require merchandise in excess of $75.00 in order for prosecution.)
3. A team member witness, of the same gender of the suspected shoplifter , must be present in the room at all times during the detention.
B. Juvenile Referral Guidelines
A juvenile is typically defined as an individual who is under the age of eighteen (18).

1. Juveniles apprehended for retail theft shall be referred for prosecution under the same guidelines as adults.
2. In addition to guidelines listed in A. above, the following referral procedures also apply to juvenile cases:
a. When a juvenile is referred for prosecution, a parent/guardian or responsible adult party shall be notified of the incident after responding authorities have arrived and taken custody of the juvenile.
b. AP team members shall make at least two (2) attempts to contact the parent or responsible party. If the juvenile’s parent/guardian cannot be contacted, the juvenile shall be turned over to the police. The CIRS report shall be noted with the time/date of attempted contact, phone number(s) called, and to whom the juvenile was released.
c. If law enforcement does not respond to requests for assistance, contact your DAPTL for guidance.
d. Apprehended juveniles shall not be photographed, unless required by local jurisdiction.

NOTE: Any juvenile NOT referred to authorities must have a parent/guardian or responsible adult party contacted immediately. If the parent or responsible party cannot be contacted within one half-hour (30 minutes) and after three attempts to reach them, contact law enforcement and release the juvenile to them. Document the number of attempted contacts, contact number and to whom the juvenile was released in the CIRS narrative.

C. Team Member Referral Guidelines
In addition to the General Referral Guidelines listed in A. above, the following guidelines apply to team members apprehended for shoplifting:
1. AP team members will refer for prosecution and seek restitution for loss from all team members apprehended for committing crimes that involve Target, a Partner Business or Vendor when the case meets local prosecution requirements.
2. Recommendations to refer for prosecution shall be made by the ETL-AP/APGL. The ETL-AP/APGL will also consult with HR regarding the recommendation to refer for prosecution to determine if there are any mitigating circumstances to be considered regarding the referral.
3. The DAPTL/Distribution GAPTL must approve the recommendation to refer a team member for prosecution. The DAPTL/Distribution GAPTL approval must be documented in the HR cover letter as follows:
a. "Approved for referral",
b. Date DAPTL/Distribution GAPTL approved referral, and
c. DAPTL’s/Distribution GAPTL’s signature.

4. The decision to terminate a team member for shoplifting shall only be made by the appropriate HR team member.

NOTE: AP Director / Vice President approval shall be required for situations where Target has filed a police report and later requests to dismiss the criminal charges filed against the team member. Specific details shall be communicated through the GAPTL.


PHOTOGRAPHING OF APPREHENDED SHOPLIFTERS
evision: 01-2006 Effective: 02-22-2006
A. Photographing Shoplifters
1. Adult shoplifters - AP shall photograph all adult shoplifters unless prohibited by local statutes or ordinances.
2. Team Member Shoplifters - AP will not photograph any team member apprehended for shoplifting during working or non-working hours.
3. Juvenile Shoplifters - AP will not photograph any juveniles apprehended for shoplifting, unless required by local statutes or ordinances.
B. Photograph Retention
1. All photographs shall be retained in the case file.
2. Under no circumstances will any photograph of an apprehended shoplifter be displayed in open view, on any office wall or in any other manner, or removed from Target property for personal use.

TRESPASS NOTICE
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
Trespass statutes define what constitutes a trespass. State laws generally provide that remaining on private property without permission is trespassing. An individual is usually trespassing when refusing to leave our store/DC after we have asked them to leave, either orally or by trespass notice.
B. Situations Warranting a Trespass Notice
Trespass notices require the approval from the ETL-AP/APGTL or higher. The use of a trespass notice is appropriate in the following situations:
1. When a subject has been apprehended at any Target location on more than one occasion.
2. When a person apprehended is in possession of a weapon.
a. Follow procedures outline in Safeness Weapons Directive.
b. If a weapon is discovered while the subject is detained, the AP team member shall ensure the safety of all team members and guests first, and if possible, remove and secure the weapon and handcuff the subject. The AP team member shall then contact law enforcement to advise of situation involving a weapon.

CAUTION: If the subject produces a weapon in a threatening manner at any time, the AP team member(s) shall disengage and allow the subject to exit the store/DC. The AP team member shall attempt to get a description of the sub-ject’s vehicle, so long as doing it does not put anyone in danger, and enter descriptions of both the subject and the subject’s vehicle into the CIRS report.
3. When the person apprehended has vandalized property or merchandise.
4. Persons who exhibit lewd or lascivious behavior.

NOTE: If the AP team member(s) feel a trespass notice is warranted, but the incident does not meet the criteria listed above, the team member will partner with their DAPTL/Distribution GAPTL for approval prior to issuing the notice.
C. Issuing a Trespass Notice
1. Location - A trespass Notice shall apply only to the location where the subject was apprehended or the incident took place.

NOTE: A Trespass Notice can be issued for multiple locations with DAPTL/Distribution GAPTL approval. The Trespass Notice must indicate the specific store/DC locations and a specific reason for the multiple locations. The AP team member involved must document the CIRS report to indicate DAPTL/Distribution GAPTL approval and Trespass Notice locations.
2. All Trespass Notices must contain the following elements:
a. The date and time the notice was issued.
b. Name of the person to who the notice is being issued.
c. District or Region of the Target store/DC issuing the Trespass Notice
d. The specific store (or stores with DAPTL/Distribution GAPTL approval) from which the subject is being trespassed.

NOTE: AP team members are NOT authorized to ban subjects from all Target stores/DCs, or ban subjects for life. All multiple location notices must be approved by the DAPTL/Distribution GAPTL prior to issuing.

3. The completed Trespass notice shall be given to the apprehended subject and a copy of the notice retained in the case file.
4. Document the CIRS report to indicate a Trespass Notice was issued.

NOTE: A copy of a blank Trespass Notice can be found on the AP Zone, under the Forms-All tab.
D. Violation of a Trespass Notice
If an individual who has been issued a Trespass Notice violates the notice and returns to the store/DC, ask the individual to leave the property. If the individual refuses to leave, contact law enforcement for assistance and document the incident in CIRS.
E. Team Member Trespass Notices
In situations that warrant the issuance of a Trespass Notice to a team member or former team member, the following shall apply:
1. Immediately contact your DAPTL/Distribution GAPTL to inform them of the situation prior to issuing the Trespass Notice.
2. The DAPTL/Distribution GAPTL will partner with the appropriate Employee Relations / Human Resources contacts at the Regional or Headquarters level

ACCOMPLICES 
Revision: 01-2006 Effective: 02-22-2006
A. Shoplifter Accomplices
1. Target defines a shoplifter accomplice as:
a. A person who assists another in a crime of retail theft, but is not leaving the store with merchandise.
b. Someone for whom only some of the five apprehension steps have been observed.
2. AP team members may detain all active participants in a shoplifting incident only when all five apprehension steps have been observed for each participant.
3. Since a shoplifter accomplice only participated in some of the five apprehension steps they will not be detained, questioned or referred to authorities for prosecution.

NOTE: If local law enforcement takes independent action and makes an apprehension before all five steps are met, the details must be documented in the CIRS report.
B. Box Stuffing Accomplice
Box stuffing is defined as "When a person puts merchandise inside a box or in packaging of another product, he/she pays for what product should be in the box, but not the correct merchandise."

1. AP team members may apprehend a box stuffing accomplice if:
a. The accomplice is leaving with merchandise
AND
b. The AP team member has no reasonable doubt the accomplice knows the box contains concealed merchandise (example: AP team member witnessed accomplice holding box while second subject stuffed merchandise inside, then accomplice attempted to exit with box.).
c. The case must be documented in CIRS indicating the steps observed to merit the accomplice apprehension.

C. Team Member Accomplice

1. Target defines a team member accomplice as an individual who is not a Target team member and participates in an under ringing or passing merchandise with a Target team member. A team member accomplice may be a guest, Partner Business team member or a Vendor team member.
2. Apprehension - A team member accomplice may be apprehended when probable cause exists to believe the individual is actively participating in the crime, based on the following criteria:

a. An AP team member observes the individual select the merchandise and bring it to a cashier lane.
b. The individual makes the purchase with either a check or cash, thus verifying the individual knew the amount of the purchase.

NOTE: Apprehensions of team member accomplices shall not be made on credit card purchases.
c. The items purchased have been line item voided, zero transactions total or passed outright.
d. The under ringing or merchandise passing must result in a significant difference in the purchase price to support the inference that the subject and accomplice were knowingly participating in a crime. (Example: Purchasing a DVD player for $2.50 can indicate the guest was participating in an under ringing crime.)
e. The incident must be captured on conventional or digital CCTV.

3. Apprehension Procedures

a. Apprehend the individual as they leave the store and process as an external shoplifting case.
b. Contact law enforcement immediately.

NOTE: The subject shall be apprehended only if the AP team member has enough evidence to contact law enforcement immediately and prove that the individual was involved in a crime. Do not wait to contact law enforcement while the team member is being interviewed.
c. In cash cases refund the purchase with cash.
d. In check cases, write "VOID" across the front of the check and retain the original check as evidence.
e. Retain original receipts/refund slips.

4. When the case does not meet the procedures listed in 2 & 3 above:

a. Approach the individual and identify yourself as a Target team member.
b. Politely explain to the individual that the purchase was charged at an incorrect amount.
c. If the purchase was an underring, ask the individual to re-purchase and identical item at the correct price. Obtain the duplicate item(s) for the individual and hold the original item(s) as evidence.
d. If the individual does not wish to re-purchase the item(s), refund the purchase.
e. Retain merchandise as evidence or photograph merchandise as jurisdiction allows.
f. If the individual refuses to cooperate and insists on leaving with the merchandise, allow the individual to do so. Indicate the subject and vehicle description in the CIRS report.
g. After receiving HR approval, an interview may be conducted with the team member. (See Team Member Interviews)

5. Document the case appropriately in CIRS using the steps outlined in the Documentation section.

EVIDENCE 
Revision: 01-2006 Effective: 02-22-2006

A. Purpose
Any property related to an Assets Protection case, whether Target property, non-Target property or contraband shall be treated as evidence and protected, preserved and documented as outlined in this section.

B. Evidence Documentation
1. Evidence Log - All stores/DCs must maintain an evidence log and the log shall be updated each time a piece of evidence is placed in or removed from the evidence locker. The evidence log shall contain:
a. Date and time of entry or removal of evidence,
b. The name of the team member entering or removing the evidence,
c. The reason for entry/removal of evidence, and
d. CIRS case number related to the evidence.

2. Evidence Locker - Each store shall maintain a designated evidence locker or similar lockable area for evidence retention.
3. Evidence Tag - An evidence tag must be affixed to all items obtained in the apprehension of a subject. At a minimum all evidence tags must contain:
a. AP team member’s name and initials,
b. The CIRS case number, and
c. Date of apprehension

C. Photographing Evidence
All evidence shall be photographed and the photographs properly labeled as evidence. Merchandise shall only be kept as evidence if local jurisdiction requires, any jurisdictions allow certain forms of evidence to be photographed as a method of preservation. The ETL-AP/APGL shall be responsible for partnering with local law enforcement to understand the local jurisdiction guidelines.


1. When photographing merchandise, follow these steps:
a. Take a full shot of the item, accurately depicting the color, features and any other identifying aspects of the item.
b. Take a close up photo(s) of the item depicting the price tag, labels and/or any damage to the item.
c. Label all photographs with the date, time, name of subject and CIRS case number.
d. Retain all photographs in the case file.

2. After photographing, return the merchandise to the owning department, unless local jurisdiction requires merchandise be held, in which case merchandise shall be stored in evidence locker.

D. Company Property

All recovered merchandise, any item the subject may have removed from the merchandise and discarded (packaging, price tags, vendor tags, defeated merchandise protection tags, boxes, etc.), company documents (including but not limited to POS receipts, vouchers, gift cards. gift receipts, refund documents, etc.), and recovered cash shall be treated as evidence.

1. When logging company property as evidence, the following applies:
a. Original documents are preferred; if law enforcement requires an original document, make a copy for evidentiary purposes.
b. If photocopies are used, document the location of the original document in the CIRS report (example: Original receipt retained by Minneapolis Police Officer John Smith).
c. All company documents shall be initialed and dated by an AP team member (in small writing in the corner of the document).
d. Record each item of recovered property in the "Evidence" section of the CIRS report.
e. Complete an evidence tag for any item retained by law enforcement or Assets Protection and affix to piece of evidence.
f. Log all items on the Evidence Log.

E. Non-Company Property
All Non-Company Property (evidence) recovered from a subject shall be recorded in the same manner as Company Property using the steps listed in D. above.

F. Contraband
Contraband is defined as items or goods that are illegal to possess, such as weapons, narcotics, drug paraphernalia, etc.
1. All contraband discovered by AP team members shall be recorded in the "Evidence" section of the CIRS report, marked with an Evidence Tag and turned over to law enforcement.
2. AP team members are forbidden from retaining/possessing contraband.

G. Preserving Evidence
Following an apprehension, preserve all evidence in the following manner:
1. Affix an Evidence Tag to all merchandise, non-company property and contraband recovered during the apprehension.
2. Prior to turning over any evidence to law enforcement, ensure the evidence is properly tagged and that a law enforcement officer signs for each item using their name, initials and date on the Evidence Log.
3. Store all physical evidence (merchandise, company documents, tags, etc.) in a bag or container and seal the bag/container to protect the item(s) from tampering.
4. Attach the evidence property tag to the sealed container.
5. If AP will be retaining the evidence, place the sealed bag or container in the evidence locker or similar lockable area in the AP office.

AP INCIDENT DOCUMENTATION
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
All incidents must be properly documented by an AP team member in the Common Incident Reporting System (CIRS). All on-going investigations shall be documented in the Common Investigations Management System (CIMS); when the investigation escalates into an incident, the case information shall be moved to the CIRS system.

A case file shall also be completed for each incident and copies of the case file shall be retained in the store/DC for a period of seven (7) years and a copy of all Internal casesshall be given to the ETL-HR.
B. CIRS/CIMS Documentation
1. CIRS and CIMS files are considered part of the investigative process and may be subject to subpoena and disclosure if a case goes to trial. Cases shall be documented in a complete and professional manner.

2. Narrative - The case narrative shall be written in a clear concise format and shall include at minimum the following:
a. Five steps of apprehension - Provide a detailed, chronological order of each of the five steps, and where and when they took place. If a step is missed, and a Productive Merchandise Recovery (PMR) takes place, identify the missing step(s) and reason in the narrative. (Example - PMR conducted because APS lost sight of subject on sales floor and was unable to maintain surveillance.)
b. Detailed description of why subject was observed. (Example: "Subject entered building wearing a large winter coat and the temperature outside was 89oF," not "Suspicious suspect entered the building".)
c. Names of team member(s) involved - List the names of all team members and their roles within the apprehension.
d. Law Enforcement - If law enforcement is involved in an apprehension or if the subject is referred to law enforcement detail the role law enforcement played in the stop. Also, note this information in the law enforcement section of the CIRS report.

NOTE: Narrative shall be noted if law enforcement decides to make the apprehension, such as when AP has not observed all five steps of apprehension. In these cases AP team members may assist law enforcement.
e. Weapons - Indicate if a weapon is present at any time during any incident. Also indicate if the weapon was used during the incident (i.e. Razor blade used to cut open DVD package).
f. Handcuffs - If a subject is handcuffed, indicate who handcuffed the subject and why the handcuffs were applied (reference Handcuff Directive).
g. Detailed description of apprehension location - Specifically identify the location where the apprehension took place, (E.g. "Green Main Exit" not "Exit").
h. Surveillance of the incident - Note whether CCTV, physical surveillance or both were used to observe the incident.
i. Other cases/information - Reference other CIRS/CIMS cases that led to initial observation of the subject or supporting evidence to the apprehension. Also, if AP team member was tipped by another team member or guest, and witness statements gathered after apprehension.

3. Narratives are to be treated as evidence and shall NOT contain the following::
a. Subject description (race, gender, sex, age, etc.) - The CIRS report has a section that asks for subject description and any information shall be documented here. The narrative shall NOT contain this information; it shall contain only the facts leading up to the apprehension/incident.
b. Slang terms, jargon or acronyms - Narratives may be used as evidence during criminal/civil cases. Therefore, all jargon and slang terms shall be avoided and all acronyms spelled out (i.e. Assets Protection Booking Room instead of AP Booking Room).
c. Generalizations- The narrative is a factual description of what took place, and shall not contain any opinions of the team members, generalizations about the subject or assumptions of what they may have done or intended to do.
d. Multiple cases/incidents - An individual CIRS case must be completed for each incident; cases occurring on the same shift are not to be grouped together into a single incident.
C. Case File -
A case file must be created for all apprehensions/incidents within a store/DC. The AP team member involved shall be responsible for ensuring all evidence is collected and filed properly. At a minimum the case file must contain the following:

1. A copy of the CIRS narrative and any other related CIRS/CIMS cases.
2. Photos - Any photos taken of the subject/evidence shall be kept with the case file. Photos must be labeled with the case number and date.
3. Video - Copies of video relating to AP cases/apprehension shall be retained for a period of 7 years.
a. Video shall include observation of the five apprehension steps.

NOTE: If a step is not captured on video, the CIRS report must be updated indicating why the particular step was missed. (Example: Limited camera coverage in automotive section did not allow for constant video surveillance.)
b. Video shall be transferred to a VHS or DVD/CD and properly labeled with the date and case number.
c. All other video shall be retained for a minimum of 30 days.

NOTE: Video must be retained for all AP incidents/apprehensions and kept with the case files for a period of seven (7) years. All other video shall be retained for a minimum of 30 days unless otherwise noted.

NOTE: If video is copied to a VCR tape, ensure the tab has been removed to prevent over-taping.

NOTE: If law enforcement requests a copy of the videotape, make a copy and retain the original. Original recordings shall be provided to law enforcement upon the receipt of a subpoena; in such cases ensure the store/DC retains a copy prior to turning over the original. If law enforcement insists on taking custody of the original without a subpoena, provide the original but ensure a copy is retained. Ensure your DAPTL/Distribution GAPTL is notified any time law enforcement requires a copy of evidence.


4. Witness statements - All team members involved shall be required to give a witness statement of the incident and these statements shall be retained in the case file. Any other statements gathered by AP team members shall be properly labeled (case number and date) and filed in the case file.
5. A copy of the Trespass Notice (if applicable).

NOTE: In the event of a serious incident (assaults with serious injury, death, sexual assaults, armed robbery) or any other incident receiving media attention, the ETL-AP/APGL shall partner with the DAPTL/Distribution GAPTL for further guidance regarding the scope of additional evidence to be retained in the case file.

AUTHORITY TO APPROVE CIRS CASES
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
This section outlines the authority and requirements for CIRS case approval.
B. Approval
1. AP team members are not permitted to approve cases they have initiated and entered into the CIRS reporting system.
2. All cases shall be approved by the next level AP supervisor (or higher).
3. Prior to CIRS case approval, the approver shall review the case for:
a. Complete and accurate narrative, including details of the case outlining the five apprehension steps, a chronological sequence of events from subject entering store/DC to apprehension/exit, proper spelling and limited use of acronyms.
b. Proper documentation of the case, including team members involved, law enforcement involvement, any weapons used/found, whether a subject was handcuffed, location where the incident took place, date and time of incident, etc.
c. Directive compliance.
d. Complete case file including any photos, witness statements, accompanying video, etc.
e. Ensure the case is properly coded.

NOTE: Cases not meeting above minimum standards shall be sent back for re-work. The supervisor shall work with AP team member initiating the case to ensure complete and accurate details and coach team member on deficient case details.
4. Supervisors shall review cases for approval on a daily basis.
5. Cases shall be approved or returned for re-work within 48 hours of submission.

NOTE: Details used in CIRS are considered evidence and may be called upon if a case is brought to trial. It is vital that team members complete the narrative in a timely fashion with the facts of the case. The report is designed to capture the sequence of events and must be a factual list of events. Team members must refrain from adding opinions or assumptions when documenting the case.

TICKET FRAUD
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
Ticket Fraud is defined as "Changing the price on merchandise with the intent of purchasing the merchandise at a reduced price."
B. Ticket Fraud Apprehension
1. An Apprehension shall only be permitted when ALL of the following criteria have been met:
a. Written confirmation has been received that your local jurisdiction will prosecute Ticket Fraud referrals and this confirmation is on file in the store and with the DAPTL.
b. The person or group involved has known theft or Ticket Fraud activity and the known activity is documented in a CIRS narrative.
c. The AP team member has pre-approval to make the Ticket Fraud apprehension from their GAPTL, DAPTL or Investigations Team Leader.
d. All elements of the Ticket Fraud have been observed:
1. Selection of the item. 2. Placement of the new ticket on the item.
3. Purchase of the item at the incorrect price.
e. If selection, removal and placement have been observed, but an apprehension cannot be made due to other criteria not being met:

1. Handle the incident by asking the cashier to request that the price be
checked. The cashier can then inform the guest of the correct price. 2. Partner with your DAPTL or Investigations Team Leader.
3. Gather all evidence and document the incident in CIRS using the "Ticket
Fraud" classification.

FOOD CONSUMPTION / FOOD PASSING INVESTIGATIONS
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
This Directive applies to all areas of food sales (Food Avenue, Starbucks, etc.) as well as any other food items available for sale in Target stores. It also applies to single or multiple incidents of food consumption or passing.
B. Handling
1. Incidents of team member food consumption and food passing shall be treated as a policy violation and referred to Human Resources for further handling. AP will NOT conduct an interview or refer for prosecution these types of incidents, however they may assist HR by providing information and supporting documentation.
2. Investigations that reveal cash theft or theft in bulk (example: a case of pop) shall be handled by AP as a theft (internal or external). AP must observe the five steps prior to apprehension.

TEAM MEMBER DISCOUNT VIOLATION INVESTIGATIONS
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
This Directive outlines the procedures for an investigation of a team member suspected of a violating Target’s Team Member Discount policy.
B. Investigation/Apprehension Steps
1. AP shall notify HR as soon as they become aware of a discount policy violation.
2. AP shall conduct an investigation to establish the scope of the team member’s violation.
3. If the investigation reveals other possible dishonest activity, AP shall open a team member investigation and document the investigation in CIMS.
4. If no additional information of other possible dishonest activity exists, the case shall be immediately forwarded to HR or higher level of management for handling.

TEAM MEMBER INTERVIEWS
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
Team member interviews shall be conducted as a part of an internal investigation. Only AP team members who have successfully completed Target’s Assets Protection Internal Interview Certification are authorized to conduct team member interviews.

NOTE: An AP team member who has successfully completed Internal Interviewing Training and is in the process of becoming certified, may conduct a team member interview in the presence of another trained/certified AP team member.
B. Conducting a Team Member Interview
1. Prior to conducting any team member interview, supervisor approval is required.
2. Prior to conducting a team member interview, the AP team member shall partner with:
a. The appropriate HR Partner or STL.
b. The next level AP team member.

NOTE: If the HR or STL/DC Team Leader disagrees with the decision to interview the team member for dishonesty, the AP team member shall meet with the HR and/or STL/DC Team Leader to discuss their concerns. If a mutual agreement cannot be reached, the AP and H. R. team members shall contact the DAPTL/Distribution GAPTL and Human Resources Representative (HRR). Together the DAPTL/Distribution GAPTL and HRR shall make the final decision as to whether or not the team member will be interviewed.
c. The AP team member shall present a written summary of the investigation findings (HR Cover Letter) to the HR or STL/DC Team Leader.
3. Team member interviews are to be conducted in accordance with all Target internal interviewing procedures.
4. Before conducting an interview of a team member there must be evidence that the team member has participated in a dishonest activity. Team member interviews shall NOT be made solely on the basis of an implication by another team member. There must be corroborating evidence in addition to any implication and the evidence shall be presented in the written summary of the investigations findings (HR Cover Letter). Some examples of "Other" evidence:
a. Digital or standard CCTV video
b. Merchandise/hand tags
c. Product wrapping
d. System reports


TIME AND ATTENDANCE VIOLATION INVESTIGATIONS
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
If an AP team member becomes aware of any time card/attendance policy violations they shall handle as follows:
1. Immediately forward all information regarding the violation the ETL-HR/Distribution HRM/HRR.
2. Do not conduct an independent investigation into the suspected time card/attendance violation.
3. If an AP team member is requested to support a time card/attendance investigation, contact the DAPTL/Distribution GAPTL or next level AP supervisor for approval.
4. If the time card/attendance violation involves an AP team member, inform the ETL-HR/Distribution HRM/HRR and contact your DATPL/Distribution GAPTL for guidance.



EXECUTIVE INVESTIGATIONS / INTERVIEWS
Revision: 01-2006 Effective: 02-22-2006
A. Investigations
1. AP team members who have knowledge or suspicion of a Target executive violating a company policy shall notify their next level AP supervisor.
2. The supervisor shall make the determination whether to investigate the executive and who shall be responsible for the investigation.
B. Interviews

1. Once the supervisor makes the decision to interview an executive, the interview shall be conducted by one of the following:
a. DAPTL, ITL or Distribution GAPTL
b. GAPTL,
c. Director of Assets Protection, or
d. Vice President of Assets Protection.

2. Prior to engaging in an interview, the interviewer must have prior approval from the GAPTL or Director/Vice President of Assets Protection and the ETL-HR/Distribution HRM/HRR.


UNDERCOVER INVESTIGATIONS
Revision: 01-2006 Effective: 02-22-2006
A. Definition
An undercover investigation is defined as "Placing a contract individual, law enforcement officer or team member into a non-AP store/DC position on multiple occasions for the purpose of uncovering serious security or policy violations."
B. Approval
The Director/Vice President of Assets Protection must approve any investigation where Assets Protection proposes using an undercover investigator. This applies to any store/DC-based undercover investigation.

NOTE: Utilizing AP team member from another Target location to assist store AP related surveillance is not considered to be an undercover investigation. (Example: An ETL-AP/APGL covering vacation at an alternate location for another ETL-AP/APGL.)

PHARMACY INVESTIGATIONS
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
This Directive outlines AP policies for handling Pharmacy Investigations.
B. Investigations
1. Any proposed investigation of a Pharmacist or Pharmacy team member shall be immediately communicate to the DAPTL.
2. The DAPTL shall then discuss the investigation with the Pharmacy Supervisor, GAPTL and ETL-HR prior to any action.
C. Fraudulent Prescriptions
1. AP team members shall not make any apprehensions on fraudulent prescription cases.
2. If requested, AP team members shall support fraudulent prescription cases by gathering evidence for law enforcement (such as video footage, subject or vehicle descriptions, etc.).
3. AP team members shall become involved in fraudulent prescription cases if physical danger is imminent to team members or guests.
4. Pharmacists shall notify local law enforcement and professional boards as required.
D. Pharmacy Keys
1. Pharmacies are operated under a separate keying system. The Pharmacy shall not be opened by anyone other than a registered Pharmacist under any circumstances.

GUEST SERVICE ISSUES / GUEST INCIDENT
Revision: 01-2006 Effective: 02-22-2006
A. Purpose
This section addresses the proper handling of Guest Service Issues and Guest Incident filed at the store level.
B. Guest Issues Involving AP Team Members
1. The ETL-AP shall contact the DAPTL and STL upon notification of any guest issues involving another AP team member.
2. The DAPTL and STL shall determine whether the situation is a Guest Service Issue or a Guest Incident.
C. Guest Service Issues
1. A matter shall be treated as a Guest Service Issue if all of the following apply:
a. The guest complaint relates to the manner in which the guest was treated in the store, such as a NPI or receipt check, and does not involve any claim of bodily injury of property damage,
b. The guest is not represented by an attorney and
c. The matter can be resolved with a guest service payment of $200.00 or less in gift certificates, gift cards or a check.

2. If the matter does not meet all three (3) of the criteria listed above, it must be referred to the Guest Reporting Center to be handled as a Guest Incident.

NOTE: If there is any doubt about the matter meeting any of the Guest Service criteria, contact the Guest Service Reporting Center.
D. Handling a Guest Service Issue
1. The DAPTL shall handle a Guest Service Issue as follows:
a. Partner with the Guest Reporting Center and the STL.
b. Once contacted by the guest, investigate by reviewing any CIRS reports, case files, video, witness statements, etc. regarding the particular incident.
c. Contact the guest and attempt to resolve the issue.
d. Document all actions taken and communications with all parties.
e. Determine the best method to resolve the guest service issue: written apology, guest service payment ($200.00 or less) or an understanding that Target is not at fault.
f. If the matter can be resolved as a guest service issue, contact the GAPTL and present the case.
g. When a resolution has been reached, notify the Store Team Leader (STL) and District Team Leader (DTL) of the situation and resolution type and amount (if applicable).

NOTE: Guest Service payments must be charged to the store or district account, as directed by the DAPTL.
h. If the matter is resolved on a guest service basis, no written release from the guest is necessary.
i. Document all details of the case in CIRS including any type of settlement.

2. If after discussion with the guest it does not appear the matter can be resolved as a Guest Service Issue, report the matter as a Guest Incident and contact the Guest Reporting Center.
E. Guest Incidents

1. Any matter that does not meet the three (3) criteria for a Guest Service Issue (listed in C. 1. above) must be reported to the Guest Reporting Center as a Guest Incident.
NOTE: A claim is reported using the same procedures for reporting a Guest Accident.
2. The DAPTL shall discuss all Claims with their GAPTL and the STL.

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================================================================ 12/25/12

Highest and Lowest Paid Employees

TARGET

CEO Gregg Steinhafel's total compensation: $19.7 million.
Sales floor team member: $8.29 an hour.

How long a crew member would have to work to make CEO annual pay: 2.4 million hours or 1,143 years.

WALMART
CEO Michael Duke's total compensation: $18.1 million.
Average sales associate salary: $8.84 an hour.

How long a crew member would have to work to make CEO annual pay: 2.1 million hours or 986 years.

BEST BUY

CEO Brian Dunn's total compensation: $7.1 million.
Average sales associate salary: $9.73 an hour.

How long a crew member would have to work to make CEO annual pay: 730,000 hours or 350 years.

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 If you want more info on Target: 

  take a look at some of these sites:

http://targetfiling.blogspot.com/
http://targetccguidelines.blogspot.com/
http://beckfordvtarget.blogspot.com/
http://targetguidelines.blogspot.com/
http://targetapdirectives2006.blogspot.com/