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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.
The Coca-Cola Company (KO) appears set to plod along during its campaign. In that vein, a stronger U.S. dollar has hindered overall profitability. This year, the company’s pre-tax profits are likely to decline in the high-single-digit neighborhood, meaning share . Coca-Cola (NYSE:KO) was the best-performing stock of the 20th century according to some measurements. The company says that if you had bought a single share of . Apr 23, · As you know, businesses of all sizes right from McDonald’s and Coca-Cola down to your local hardware store are trying to get a presence on social media sites such as Facebook.
Coca-Cola employs approximately 29, employees worldwide, including affiliates and subsidiaries. The vast majority of Defendant's United States-based salaried employees work in Atlanta.
Organizational chart attached as Exhibit C. Coca-Cola's corporate headquarters "Coca-Cola Corporate" or "the Corporate Office" oversees and supports the Company's global operations as executed by the North America Group, Coca-Cola International, and Minute Maid, including disseminating and enforcing common employment and human resources policies and practices with respect to evaluation, compensation, and promotions.The Coca-Cola Co’s sales broadly grew with the overall HW market in Given the continuous slow performance of Diet Coke and Coca-Cola Zero the company launched Coca-Cola Zero Sugar, testing the offerings in a few markets.
Apr 23, · As you know, businesses of all sizes right from McDonald’s and Coca-Cola down to your local hardware store are trying to get a presence on social media sites such as Facebook.
Helpful information for those interested in employment opportunities at The Coca-Cola Company. Even if, Coca-Cola’s domestic business and a lot of its international markets are blooming most of them being in Latin America, it has lately reported some reduction in unit case volumes in Thailand and Indonesia as a result of decrease in customer purchasing power (Ščeulovs, & Gaile-Sarkane, ).
Business experience: Joined FEMSA as a financial information analyst and later acquired experience in corporate development, administration and finance, held various senior positions at FEMSA Cerveza between and , including Chief Financial Officer and for two years he served as FEMSA Cerveza’s Director of Sales for the north region of Mexico, prior to his current position and until.
Coca-Cola (NYSE:KO) was the best-performing stock of the 20th century according to some measurements. The company says that if you had bought a single share of .