EEOC v. Coca-Cola Enterprises, Inc., d/b/a Mid-Atlantic Coca-Cola Bottling Co.

No. BEL-04-3128 (D. Md. May 16, 2005)

In this Title VII suit, the Baltimore District Office alleged that defendant denied an African American employee in Coca-Cola's Hanover, Maryland Equipment and Service Center a promotion into a management position because of his race. Charging party entered a training program for a grade 15 field service manager or bottle/can install manager position in October 2000. White employees who started in the program earlier in the year were placed into grade 15 positions within a few months, but charging party remained at a grade 13 after completing the program because no grade 15 positions were available. In 2003, following a merger with another equipment and operations service center, charging party applied for two field service manager positions, but they were given to white employees who had less relevant experience than charging party and had not participated in the training program. Under the 3-year consent decree resolving the case defendant will pay charging party $60,500 in monetary relief, upgrade his current position to grade 15 effective June 1, 2005, change his job title to bottle/can install manager, increase his salary to $52,800 annually, and award him retroactive grade 15 seniority to January 2001 for internal job competition and to January 2005 for eligibility for the management incentive bonus plan. The decree enjoins defendant from engaging in promotion practices that violate Title VII.




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