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EEOC v. Pepsi-Cola

Analyze the situation in the case and outline what may have been some of the contributing factors.

Provide 3 - 5 HRM policies that could have prevented this situation (briefly explain why you selected these specific HRM polices as related to the case).

Case

EEOC v. Pepsi-Cola General Bottlers, Inc.
No. 03 C 6576 (N.D. Ill. Jan. 18, 2006)

The Chicago District Office alleged in this Title VII case that defendant, a soft drink distributer, subjected charging party, a female dispatcher at its South Side Chicago facility, to sexual harassment, and altered her terms and conditions of employment and discharged her in retaliation for her complaints about the harassment. Charging party was hired in September 1999 and was responsible for assisting sales managers in assigning route drivers. Several male route drivers and at least one male supervisor were responsible for creating the hostile environment by making vulgar sexual comments, unwelcome sexual advances, and touching charging party inappropriately. For a 1-month period, the wall in the men's bathroom contained graffiti depicting charging party engaged in sexual acts. Charging party complained to her supervisors about the conduct, but they failed to take corrective action and one of them told her she should not contact Human Resources about sexual harassment. After charging party complained to Human Resources about the bathroom graffiti, defendant reassigned some of her job duties, reduced her hours to part time, and then discharged her in August 2002. The parties resolved the case through a 2-year consent decree providing charging party with $400,000 in monetary relief. Defendant is prohibited from discriminating based on sex, from engaging in sexual harassment, and from retaliating under Title VII.

Solution Preview

Analyze the situation in the case and outline what may have been some of the contributing factors.

Provide 3 - 5 HRM policies that could have prevented this situation (briefly explain why you selected these specific HRM polices as related to the case).

Case

EEOC v. Pepsi-Cola General Bottlers, Inc.
No. 03 C 6576 (N.D. Ill. Jan. 18, 2006)

The Chicago District Office alleged in this Title VII case that defendant, a soft drink distributer, subjected charging party, a female dispatcher at its South Side Chicago facility, to sexual harassment, and altered her terms and conditions of employment and discharged her in retaliation for her complaints about the harassment. Charging party was hired in September 1999 and was responsible for assisting sales managers in assigning route drivers. Several male route drivers and at least one male supervisor were responsible for creating the hostile environment by making vulgar sexual comments, unwelcome sexual advances, and touching charging party ...

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