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How Is Building a Brand in a B2B Context Different from Doing so in the Consumer Market

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Submitted By althea1967
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CASE STUDY VIII

Employment Law For Human Resource Practice ALTHEA E. McFADDEN Professor: 2 October 2014

TO: Pepsi Cola Distribution Company – Mr. Joseph Snuffy CEO
FROM: Mrs. Althea E. McFadden – Human Resource Manager
Date: August 26, 2014
Re: Mr. David Doe – Discrimination Due to Military Obligation

A four tour veteran of Afghanistan and Iraq Mr. Snuffy is claiming he was stripped from his position because of his military service. A complaint is being filed by Mr. Snuffy.

The complaint seeks monetary and punitive damages for violating both state and federal laws that protect those serving in the military, including the Uniformed Services Employment and Reemployment Rights Act that says a person cannot be denied employment or reemployment based on their obligation to perform military service(1). In June 2014, after spending about three weeks training with the U.S. Army Reserves in Upstate New York, Mr. Snuffy returned to work as a training Coordinator and was told his position had been eliminated due to a staffing change. His office was moved to a 6-foot by 9-foot janitor closet with no electricity, phone line, or computer outlets, while his old office sat vacant for more than one year. He was also stripped of supervisory duties and his state issued cellphone. In early part of July 2014, Mr. Snuffy was offered a position in Texas, where the company said there was a greater need and would have forced him to relocate, or select a lower paid position as an Assistant Training Coordinator in Houston, Texas, where Mr. Snuffy lives with his wife and three school age children. Mr. Snuffy believes the decision to eliminate his position was not a decision influenced by consolidation. Rather it was a calculated decision by the CEO to fire him because of his obligations to the United

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