Sometimes this type of claim, where a white employee alleges to be the victim of discrimination, is referred to as a "reverse discrimination" claim. In his complaint, Bass alleges that the County discriminated against him based on his race (non-Hispanic, white) in violation of Title VII, § 1981, § 1983, the Equal Protection Clause of the Fourteenth Amendment, and the Florida Civil Rights Act. It was only on the basis of that lie about his qualifications, a lie he testified the County had encouraged, that Henry Preston was judged to be qualified for a Training Instructor position. Taking the suggestion, Preston submitted a second application, and this one falsely stated he had attended the University of Central Florida. Initially he had submitted an application which truthfully showed he lacked the necessary qualifications, but someone from Human Resources told him that his application needed to be changed before it would be accepted. Preston testified in his deposition that the County's Human Resources Department knew he had "exaggerated" his educational credits. Although Preston represented on those documents that he attended the University of Central Florida for three years as an accounting major and earned 94 credits there, he had never attended that university. His resume reflected that he had no experience as a Training Instructor and only two years of experience as a firefighter, even though one of the minimum requirements for a Training Instructor position was "two (2) years training instructor or closely related work experience." Moreover, Preston misrepresented his qualifications both on his general employment application and on his Training Instructor application. Henry Preston, the black candidate selected for one of the three Training Instructor positions, did not even meet the minimum qualifications for the position. Instead, the panel chose three of the applicants whom it had given higher interview scores: a black male and two white females. 2 Because Bass received a low score on the interview, the panel did not choose him for one of the three Training Instructor positions. (Meeks was not questioned about Bass interview performance during her deposition.) Contrary to the written policy and all the testimony about how the interview results were to be used, selections for the Training Instructor position were made solely on the basis of the interview scores. Middleton and Valle testified that Bass did not answer the questions that were asked and did not interview as well as expected considering his experience as a training officer. The panel ranked Bass ninth out of the thirteen applicants. After the panel finished interviewing all the candidates, the panel members combined their individual scores for each candidate and then ranked the candidates based on their aggregate interview scores. The interviews for the Training Instructor positions took place in October 1995. Similarly, Tom Preston (not related to one of the candidates, Henry Preston), who developed the interview process for the Training Instructor position, stated that the interview scores were not intended to be determinative. The County's written policy specifically stated that scores were not to be totaled and that the interview was only one component to be considered. Mitch Floyd, who was Chief of the Fire and Rescue Division from 1989 until April 1995, stated in his affidavit that the County had adopted the interview process "to create some leeway to allow us to promote minority candidates." He stated under oath that the interview score was not supposed to be determinative, but was meant to be only one of several factors, including education, experience, and diversity (i.e., race and gender) that were to be considered.