California Credit Life Insurance Group Sania Moazzam

Introduction Violation of women's human rights Prohibited Psychological injuries Discourage integration of women Violates women's dignity Hazardous to health and safety

Performance Index Realistic quotas

Performance Index Very few discrepancies Not TOO serious

Expense Account Data Delta Expense Vs Perf. Index Shari Vs Mark

Performance Evaluation Random Evaluation Individual efficiency of company’s management

Performance Evaluation

Basic Salary Analysis B.S/total sales fair for employees Exp/B.S  rational decision Influence on next yr’s B.S Shari vs Mark

Basic Salary Analysis

Job satisfaction Summary Supervision Promotions & advancement Company policy and management Job Fellow workers Customers Pay

Profiles Name Designation Description Diane Flanagan VP of Human Resources Kevin Stark VP of Sales Shelley Ryan Lawyer from CCLI’s legal staff Suzette Renoldi Sales representative in southeastern region Business degree from University of South Carolina Joined CCLI in 1998 Strong initial performance (1998-2002) Performance declined in last two years (2003-2004)

Profiles Name Designation Description James Bradford Area Sales Manager, Southeastern region Formerly a sales representative in Dallas region In 1998, selected as an Area Sales Manager Against the idea of equal employment opportunity

Qualitative Statements “I like my job a lot but it has taken me much time to reach there. And it’s been my doing all the way, especially with limited support from my manager.”

Qualitative Statements “I’d like to think that if I needed an answer, my manager would be a logical source. But in my office, I ask one of the other women.”

Qualitative Statements “…Some of the guys I work with view me as a threat to their precious power structure. One guy told me that I should be home making soup and not taking up space that a man could fill. ”

Qualitative Statements “I don’t feel like I am part of the company. The other day, a customer asked about a new company policy which I didn't know but every other salesman in the office knew.”

Job Satisfaction Summary: Southeastern Region

Qualitative Statements Female sales reps are unhappy with supervisors because they discriminate against women.

Sales to Quota (%) Year 1998 1999 2000 2001 2002 2003 2004 Suzette Renoldi 101.4 102.4 102.3 101.1 99.6 98.5 Requests Bradford for changes in sales territory Bradford refused to do that Filed a case against Bradford Not the first complaint of sexual discrimination

Problems Women experiencing different problems Suzette Renoldi filled a sexual discrimination case Bradford sales manager involved in many cases CCLI’s position concerning equal opportunity Reibolt had an excellent start at CCLI but then in 1997 quit and took position with a competitor

Problems Southeastern Region Total company males females difference   males females difference total 1. Job 54.06 45.13 8.93 52.16 53.84 50.19 3.65 53.61 2. Fellow workers 58.35 49.63 8.72 55.82 57.98 51.11 6.87 57.39 3. Supervisor 59.91 41.24 18.67 57.33 54.13 48.54 5.59 51.43 4. Company policy and management support 61.58 52.28 9.3 60.17 58.91 53.28 5.63 56.46 5. Pay 49.31 52.39 -3.08 50.07 49.88 51.65 -1.77 49.92 6. Promotions and advancement 59.41 48.37 11.04 57.3 58.28 49.87 8.41 57.06 7. Customer 53.7 48.44 5.26 51.19 54.07 48.56 5.51 52.09 Total 59.47 48.14 11.33 59.12 58.19 50.23 7.96 57.48

Core Problem Sexual discrimination and harassment Company’s image and credibility Sexual discrimination and harassment Prided itself in being an equal opportunity employer

Recommendations Anti-Discrimination Act: Unwelcome and uninvited sexual conduct is unlawful in the workplace. Employers need to deal with sexual harassment as a management issue.

Recommended Steps Issue a Policy Statement Raise Awareness - Sexual harassment will not be tolerated -The company will treat complaints seriously & sympathetically Raise Awareness -Make sure that your staff are aware of their responsibilities under the law -Raise the matter at staff seminars or meetings Make policy Statement Visible -Ensure the policy statement is seen by all employees -Display copies on appropriate noticeboards

Appoint a Complaints Officer Receiving a Complaint Investigation -Nominate one of your employees to receive sexual harassment complaints. -Some one who has the authority Receiving a Complaint -Objectivity is essential. Do not prejudge the matter -Check all details with the complainant ,explain courses of action Investigation -Interview the alleged harasser -Try to find witnesses to the incident(s) if appropriate. Outcome -After investigation take proper actions and solve the matter swiftly.

Core recommendation Diane Flanagan need to fire James Bradford as he is the root cause of all the problems leading to sexual harassments.

Thank You