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Coca-Cola's policies are not applied uniformly or fairly. The Company's written and unwritten policies and practices regarding promotions do not require posting of all positions, but allow "management nomination," which amounts to little more than word of mouth recommendations, and other closed procedures, including the use of a high-potential list.
Even positions that are posted on the computerized job posting system may contain a notation that an internal candidate has already been identified. Jobs are filled without being posted, candidates are handpicked in advance, and supervisors who make hiring decisions disregard the results of panel interviews and manipulate scores in order to ensure that their favorites are chosen.
As a result of this kind of discrimination, African-Americans are denied the opportunity to advance to the same level and at the same rate as equally qualified Caucasian employees. Few African-Americans advance to senior levels in the Company, especially when compared to the significant representation of African-Americans among salaried employees.
Indeed, although African-Americans make up about Inonly 7. African-Americans in senior positions are concentrated in less powerful and non-revenue-generating areas. The Human Resources Division and the External Affairs Department a community relations office in the Corporate Affairs Division account for over half of the African-American senior management officials in the corporate headquarters, while high-level positions of significant influence in divisions such as Global Marketing, Finance, Information Systems and Technical Operations purchasing and production-related activities have virtually all Caucasian employees.
Only about five percent of high-level positions are held by African-American employees, but when Human Resources and Corporate Affairs are excluded from the calculation, that figure drops to 2.
African-American employees at Coca-Cola are involuntarily terminated at a much higher rate than Caucasian employees.
Similar trends hold true for as well. This discrimination represents a company-wide pattern and practice, rather than a series of isolated incidents. Defendant's written and unwritten policies and practices regarding evaluation, compensation and promotion subject the named Plaintiffs and the Class to ongoing disparate treatment.
Coca-Cola's actions constitute a continuing violation of the rights of the named Plaintiffs and the Class, and have been ongoing since April 22,and prior to that date.
Although Coca-Cola has carefully cultivated African-Americans as consumers of its product by public pronouncements, strategic alliances, and specific marketing strategies, it has failed to place the same importance on its African-American employees.
Further, Defendant's efforts to target African-American consumers reflects stereotypical views of African-Americans who all live in the ghetto or perform low-skill or low pay jobs. Coca-Cola's marketing staff have also discriminated against African-American marketing employees and advertising agencies.
Defendant's outreach to consumers does nothing to address the racial disparities in compensation, promotions and evaluations that exist inside the Company.
The jurisdiction of this Court is invoked pursuant to 28 U. Venue is proper in this District pursuant to 28 U. She is a current employee of Coca-Cola, where she has worked for over three years as a grade 5 administrative assistant.
She alleges, inter alia, that in her current virtually all-white department, she has experienced discrimination in performance evaluations and in the terms and conditions of her employment, and she has not been promoted, although the Caucasian employee who held her job previously was promoted to pay grade 9.
He is a current employee of Coca-Cola, where he has worked for over two years as a Security Officer. Clark alleges, inter alia, that he has been denied promotions on the basis of race, and has been repeatedly denied the opportunity to even apply for promotions, because of the common practice of filling supervisory jobs without posting the positions.
She is a current employee of Coca-Cola, where she has worked for almost nine years. Ingram alleges, inter alia, that in her current position as an Information Systems Analyst, Ingram has been consistently paid below her grade level and thousands of dollars less than comparable Caucasian employees.
She is a former employee of Coca-Cola, where she worked for about thirteen years, rising from an entry-level trainee job to a Director-level grade 13 position. Orton has a Bachelor of Science degree from Colorado State University and sixteen years of experience in sales and marketing. Orton alleges, inter alia, that she was significantly underpaid compared with comparable Caucasian employees, was compensated at the low end of her pay grade range, and supervised Caucasian employees who were paid more than she was.
Defendant Coca-Cola is a Delaware corporation and maintains its corporate headquarters in Atlanta, Georgia.Search and browse our historical collection to find news, notices of births, marriages and deaths, sports, comics, and much more.
In its decision of Brinker pfmlures.comor Court, the California Supreme Court explained that employees must be "relieved of all duties" during their statutorily required minute meal pfmlures.com that time, however, courts have struggled to define the exact status that employees are entitled to enjoy during the shorter minute rest breaks which are also required by statute.
pfmlures.commination in Promotions. Coca-Cola's policies are not applied uniformly or fairly. The Company's written and unwritten policies and practices regarding promotions do not require posting of all positions, but allow "management nomination," which amounts to little more than word of mouth recommendations, and other closed procedures, including the use of a high-potential list.
"Of all tyrannies, a tyranny sincerely exercised for the good of its victims may be the most oppressive. It would be better to live under robber barons than under omnipotent moral busybodies.
Producer of frozen snacks and ready meals. At the time of Lion Capital’s acquisition, Ad van Geloven, founded in , was the leading branded producer of frozen snacks and meal components in the Benelux with a full range of products across the category and strong market positions in both the foodservice and retail channels.
Determine what steps Coca-Cola should have taken to prevent the issues you identified from arising in the first lace. 4. Analyze how Coca-Cola responded to the crisis and determine if this was the best possible response or not%(5).