1. California Credit Life Insurance Group
Sania Moazzam

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

3. Performance Index
Realistic quotas

4. Performance Index
Very few discrepancies
Not TOO serious

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

6. Performance Evaluation
Random Evaluation
Individual efficiency of company’s management

7. Performance Evaluation

8. 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

9. Basic Salary Analysis

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

11. 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 ( )
Performance declined in last two years ( )

12. 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

13. 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.”

14. 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.”

15. 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. ”

16. 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.”

17. Job Satisfaction Summary: Southeastern Region

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

19. 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

20. 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

21. 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

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

23. 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.

24. 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

25. 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.

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

27. Thank You