BUS 330

Final Exam Review

Exam 2 will be the same format as exam 1, except the essay will not be as heavily weighted as it was in
exam 1.
Still need to know all theories and the six-steps to solving ethical dilemmas, but the questions wont be
as in-depth as they were on test 1.
Ethical Theories

1. Divine Command Theory
a. The resolution of dilemmas is based upon religious beliefs; resolved
according to tenants of faith.
b. Decisions in ethical dilemmas are made on the basis of guidance from a
divine being. (Ten Commandments)
c. In some countries Divine Command Theory influences the law. In some
Muslim countries, adultery is punishable by death.
d. What you learn in church. Higher power that will tell you what to do.
e. WWJD What would your own church say????
f. We, as a society DONT follow Divine Command Theory
g. Natural Law
i. There are certain rights and conduct controlled by God, and no
matter what a society or government does, those rights and law
remain supreme.
ii. Example: The Declaration of Independence
iii. As a society we DO follow Natural Law
iv. There are some rights that cant be taken away.
v. We hold these truths to be self-evident, that all men are created
equal, that they are endowed by their Creator with certain unalienable
Rights, that among these are Life, Liberty and the pursuit of
Happiness.
2. Ethical Egoism Theory
a. Defines right or acceptable behavior in terms of its consequences for the
individual.
b. Egoists believe they should make decisions that maximize their own self-
interest, which is defined differently by each person.
c. Ethical decisions are made to improve your own self-interests.
d. Money isnt the only benefit; power could be as well.
e. Ayn Rand The Fountainhead and Atlas Shrugged
i. The world would be better if we did not feel so guilty about the
choices we make in ethical dilemmas and just acknowledged that it is
all self interest.
ii. Order in society would be maintained by laws that protect us from
harming each other.
f. Thomas Hobbes
i. Philosopher who believed that ethical egoism was the central factor
in human decision-making.
ii. His main concern was the problem of social and political order: how
human beings can live together in peace and avoid the danger and
fear of civil conflict.
iii. There would be chaos if we did not have laws in place to control the
drive of self-interest.
iv. Need great power in government (authoritarian) to control egoism
v. HOBBES was also worried that the laws, which RAND thought was
going to be enough, wouldnt be enough. Government needs more
power.
g. Adam Smith
i. Economist and philosopher
ii. Believed that people are self-interested
iii. But that self-interest would not result in the selfish chaos feared by
Rand and Hobbes
iv. Smith believed that humans are rational and that there was some
force of long-term self-interest that keeps businesses running
ethically (The Moral Sentiments of Markets).
v. Enlightened Egoists
1. Take a long-range perspective and allow for the wellbeing of
others, although always with their own self-interest in mind.
2. Humans are rational
3. Long-term thinking
3. The Utilitarian Theory
a. John Stuart Mill and Jeremy Bentham
b. Defines right or acceptable behavior as that which provides the greatest
good to the greatest number of people (greatest happiness principle).
c. A utilitarian will make decisions that result in the greatest utility the
greatest benefit for all those affected by the decision.
d. Cost/benefit analysis comparing all the alternatives and choosing the one
that results in the greatest benefit to the most people.
e. Balancing effort in which we minimize the harms that result from a
decision even as we maximize the benefits.
f. Do the most good
g. Must conduct a cost-benefit analysis
h. Must look at all of the options
i. Must look at everyone being impacted by the decision (ripple effect).
4. The Categorical Imperative
a. Immanual Kant
i. German philosopher
ii. Kantian ethics
b. Individuals should evaluate their actions in light of the consequences that
would follow if everyone in society acted the same way.
i. Are you comfortable living with the standards you established?
c. Does not allow any resolution in which human beings are used as a mans by
which others obtain benefits.
d. Do not use others in a way that gives a one-sided benefit.
e. Do it for the right reasons (not self-interest, but with good will and pureness
of heart).
f. No wiggle room
g. It must be best for all, done out of the goodness of heart
h. Come up with a universal rule
i. Everyone should and must follow the rule
i. Ex. Cant tell a lie, everyone cant tell a lie.
5. The Contractarians and Justice
a. John Locke and John Rawls
b. The theory of Justice
c. Social Contract
d. Veil of ignorance
i. What rules would you impose if you had no idea whether you would
be a prince or a pauper?
e. LOCKE and RAWLS contended that in a dilemma, if people imagine there are
no existing rules, but that they dont know how they will be affected by the
outcome of the decision, people will choose the most equitable and fair
resolution.
f. We all live in the same society
6. Rights Theory
a. Two Elements
i. Everyone has a set of rights
ii. The government is obligated to protect those rights
b. Individuals have certain absolute rights
i. Freedom of conscience
ii. Freedom of consent
iii. Freedom of privacy
iv. Freedom of speech
v. Due Process
7. Moral Relativists
a. Definitions of ethical behavior are derived subjectively from the experience
of individuals and groups.
b. Relativists use themselves and those around them, or they look at the
particular circumstances to determine what is right or wrong, acceptable
or unacceptable, ethical or unethical
i. Time and place ethics
c. As people evolve, or members of a group change, or the situation changes,
the relative right or wrong thing to do will change as well.
i. There are no absolute rules
d. Some say moral relativists isnt a good theory
e. Use our past history and look at the circumstance and make a decision
f. Right now, yes it is ethical change things around a bid, then no it isnt ethical.
8. Virtue Ethics
a. An acquired (learned/practiced) set of virtues is used to make decisions
b. Aristotle and Plato taught that solving ethical dilemmas require training,
and that ethics can be learned.
c. A person who has developed the character trait of honesty will be disposed
to tell the truth because it is considered (to that person, based on his social
development) the right and comfortable thing to do.
d. Virtue ethics means doing what a person with good moral character would
do
e. Oldest theory.
9. Peter Drucker
a. Primum non nocere
b. above all, do no harm.
c. Encourages decisions that do not harm others
10. Laura Nash, Harvard Divinity School
a. 12 questions to be asked in evaluating an ethical dilemma
11. Dr. Norman Vincent Peale and Kenneth Blanchard
a. Is it legal?
i. Threshold question
b. Is it balanced?
i. Step back and view the problem from other perspectives
c. How does it make me feel?
i. Self-examination of comfort level
ii. Your resolution
12. Warren Buffet Front page of the Newspaper
a. Do you want it on the front page of the newspaper
b. Contemplating any business act, an employee should ask himself whether he
would be willing to see it immediately described by an informed and
critical reporter on the front page of his local paper, there to be read by
his spouse, children, and friends.
13. The Wall Street Journal Model
a. Am I in compliance with the law?
i. Threshold question
b. What contribution does this choice of action make to the company, the
shareholders, the community, and others?
What are the short- and long-term consequences of this decision.
Six-steps for Analyzing Ethical Dilemmas

1. Make sure you have a grasp of all of the facts available. Be sure you are familiar with
all the facts.
a. List the facts
2. List any information you would like to have, but dont, and what assumptions you
would have to make, if any, in resolving the dilemma.
a. What would you like to know, and the assumptions made
3. Take each person involved in the dilemma and list the concerns they might have. Be
sure to consider the impact on those not specifically mentioned in the case.
a. List EVERYBODY involved within the case.
b. Take major players and move outward. Ripple effect.
4. Develop a list of resolutions for the problem. Apply the various models for reaching
resolution. If a breach has already occurred, consider that possible remedies and
develop systemic changes so such breaches do not occur in the future.
5. Evaluate the resolutions for costs, legalities, and impact. Try to determine how each
of the parties will react to and will be affected by each of the resolutions you have
proposed.
6. Make a recommendation on the actions that should be taken.

Lecture 9 Diversity & Shit.

Workplace Diversity
1. Workplaces are more diverse today than they have ever been
How Does Workplace Diversity Impact a Company? Coca-Cola Examples
2. Improves understanding of local markets
3. Makes us (the company) a better employer and business partner
4. It helps us (company) compete more effectively
5. Makes us (company) better neighbors in the community
6. Ultimately, it builds value for the shareholders
Title VII of the Civil Rights Act of 1964
1. Forbids discrimination in employment because of race, color, religion, sex, or
national origin.
2. Forbids discrimination in hiring, firing and general conditions of employment
3. Applies to private employers with 15 or more employees, to state and local
governments, and the federal government.
4. Protected Classes (5 of them)
1. Race
2. Color
3. Religion
4. Sex
5. National Origin
Examples of Discrimination Covered under Title VII
5. Harassing a person because of their friends, relatives, or associates race, skin,
color, religion, gender, national origin, age, or disability.
6. Treating people in similar jobs differently
7. Making assumptions about the abilities of persons based on stereotypes, physical
characteristics or age.
8. Retaliating against a person because a complaint was filed.
Equal Employment Opportunity Commission (EEOC)
9. EEOC is the federal agency charged with enforcing federal laws forbidding
discrimination in employment.
10. EEOC investigates discrimination claims; attempts to resolve disputes via mediation
and conciliation; and, if necessary, engages in litigation.
11. Approximately 80,000 complaints and filed annually with the EEOC.
12. Normally, a private citizen alleging discrimination in employment cannot
immediately file a lawsuit against the employer.
13. Must first file claim with state or local Fair Employment Practices Agencies (FEPAs)
if applicable.
14. Then, may file claim with the EEOC
15. Litigation After investigating, the EEOC may file a civil suit or issue a right-to-sue
letter to the grievant
16. Grievant must exhaust all administrative remedies before initiating a lawsuit in a
court system
17. Many disputes are resolved in arbitration
18. When litigated, plaintiffs prevail in only about 30% of employment discrimination
suits.
Remedies
19. Remedies under Title VII are intended to make the victim whole
20. May include job reinstatement, back pay, hiring, promotion, reinstatement
compensatory damages, and punitive damages in some instances.
21. Some damages are capped
1. Not in cases involving intentional racial discrimination
22. Additionally, the EEOC often negotiates consent decrees that may require new
procedures to correct wrongful practices.
Two Legal Theories to Sue Under
23. Disparate Treatment
1. Exists where an employer intentionally treats some people less favorably
than others because of their race, color, religion, sex or national origin.
24. Disparate Impact
1. Exists where an employer uses legitimate employment standards that,
despite their apparent neutrality, work a heavier burden on a protected class
than on other employees.
2. No intent to discriminate must be proven
Discrimination Based on National Origin
25. Number of complaints based on national origin have increased with the change in
Americas demographics.
26. Events of September 11
th
exacerbated the problem
27. Typically, the charges allege disparate treatment based on language and/or
appearance
28. EEOC Guidelines say that employers cannot impose a blanket ban on employees
speaking their native language, but an English only rule at certain times is
permissible if justified by business necessity, such as safety, and if adequately
explained to the employees.
Sex Discrimination and the Bona Fide Occupational Qualification (BFOQ)
29. Both disparate treatment or disparate impact support a sex discrimination claim.
30. An employer can prevail by establishing a BFOQ defense
1. By showing there was bona fide occupational qualification needed for a
particular position.
BFOQ Defense Race can never be argued for BFOQ
1. Proof of a nexus between the classification and job performance, and
1. Will the classification affect job performance?
2. Necessity of the classification for successful performance, and mere customer
preference or, in general, higher costs will not justify an otherwise discriminatory
employment practice.
3. That the job performance affected by the classification is the essence of the
employers business operation
1. Must go to the essence of the job (e.g. a woman to fill a womans modeling
role because being female goes to the essence of the job).
2. Does not include duties that are tangential to the essence.
4. NOTE Discrimination is lawful where sex, religion, or national origin is a BFOQ
reasonably necessary to the normal operation of that business.
On-the-job Fetal Injuries
1. Johnson Controls, Inc. is a battery manufacturer
2. Primary ingredient in the process of manufacturing batteries is lead
3. Lead is a serious health risk to fetuses carried by women exposed to lead
4. Policy: Women who are pregnant or who are capable of bearing children will not be
placed into jobs involving lead exposure.
1. Johnson believed this was BFOQ
5. U.S. Supreme Court found that this policy was discriminatory and a violation of Title
VII
Hunter Tylo: Pregnancy is not a BFOQ
1. Actress Hunter Tylo was hired to portray a bikini-wearing husband stealing
character on Melrose Place.
2. She was fired before filming because she didnt disclose the fact that she was
pregnant
1. Spelling Entertainment believed this was a BFOQ
2. Tylo filed an action claiming discrimination
3. Tylo was awarded $4 million by a jury for emotional distress and $894,601 for
economic loss.
4. Under the Pregnancy Discrimination Act, employers cannot hire, fire, or demote on
the basis of pregnancy.
Equal Pay
1. The Equal Pay Act of 1963 forbids discrimination on the basis of sex. In general,
women must receive the same rate for equal work on jobs requiring equal skill,
effort and responsibility and performed under similar working conditions.
2. Unequal wage is lawful if paid pursuant to:
1. A seniority system
2. A merit system,
3. A system that measures earnings by quantity or quality of production, or
4. A differential based on any factor other than sex.
3. Lowering the pay of the favored sex to create equal pay violates the Act.
Religious Discrimination
1. Title VII forbids discrimination on the basis of religion
2. Religious faith must be sincere and meaningful, not merely a sham to achieve
advantages
3. Employers must take reasonable steps to prevent and remedy religious harassment.
But a employer need only bear a de minimus cost to accommodate religious
differences, more than that is considered an undue hardship for employers.
Americans with Disabilities Act (ADA) and Americans with Disabilities Act
Amendments Act (ADAAA)
1. ADA forbids discrimination in employment, public accommodations, public services,
transportation and telecommunications against the disabled. Small businesses with
fewer than 15 employees are exempted from the employment portions of the ADA.
ADA
2. A disabled person:
1. Has a physical or mental impairment that substantially limits one or more
major life activities.
2. Has a record of such an impairment, or
3. Is regarded as having such an impairment.
3. An employer may not discriminate against a qualified person with a disability. A
qualified person is one who can perform the essential functions of the job. The Act
requires employers to make reasonable accommodations for disabled employees
and applicants.
4. Reasonable accommodations might include structural changes, job reassignment,
job restructuring, or new equipment.
Disabilities
1. Blindness, hearing loss, mental retardation, cosmetic disfigurement, anatomical loss,
disfiguring scars, alcoholism, drug abuse, AIDS, and sometimes severe obesity
2. Specifically EXCLUDED are homosexuality, bisexuality, exhibitionism, gambling,
kleptomania, pyromania.
Age Discrimination in Employment Act (ADEA)
1. Age discrimination under the ADEA is established under disparate treatment
analysis (intentional discrimination), but to date the federal courts are split on the
question of applying disparate impact reasoning.
2. An ADEA plaintiff must show that he or she is 40 or older, qualified for the position,
and not hired or was terminated or demoted while a younger person received more
favorable treatment.
3. The employer may defend by showing that the termination was based on a
legitimate, nondiscriminatory reason or that age is a bona fide occupational
qualification (BFOQ) that is, that only employees of a certain age can safely and/or
efficiently complete the work in question.
Sexual Orientation
1. Neither federal law nor the law of most states offers protections against
discrimination on the basis of the employees sexual orientation.

Lecture 10

How should a business organization treat its employees?
2. Employee Privacy
1. Employers interests in conflict with employee privacy
2. Expectation of moral behavior
3. Sexual Harassment
1. Employers responsibility to provide a safe work environment
Law of Sexual Harassment
1. Sexual harassment consists of unwelcome sexual advances, requests for sexual
favors and other verbal or physical conduct of a sexual nature which (1) become a
condition of employment, or (2) become a basis for employment decisions, or (3)
unreasonably interfere with work performance or create a hostile working
environment
2. Two categories
1. Quid pro quo this for that
1. A sexual experience in exchange for keeping ones job
2. Hostile environment
1. Workplace rendered offensive and abusive by sexual aggression, etc.
where no employment benefit is gained or lost
3. Plaintiffs (Employees) Case: Plaintiff must prove
1. Unwanted harassment,
2. Harassment based on sex and
3. Harassment that affected a term, condition or privilege of employment,
sufficiently severe and pervasive as to unreasonably interfere with work
performance or create a hostile abusive work environment.
4. Defendant (Employer) is liable:
1. If wrongdoer was a coworker and employer unreasonably failed to prevent
or remedy the harassment where management knew or should have known
about it.
2. If wrongdoer was a supervisor and employee suffered a tangible
employment action (e.g., demotion) because of the harassment
3. If wrongdoer was supervisor but no tangible employment action was
suffered, employer can avoid liability by proving both that it exercised
reasonable care to prevent and correct the harassment promptly and that
employee unreasonably failed to take advantage of those measures
The Ethics of Confrontation
1. Model for Confrontation
1. Determine the facts
2. If you dont know the facts, or cant know the facts, present the issue to those
involved and affected.
3. Always give the opportunity for self-remedy
4. Dont fear the fallout and hassle

Lecture 11

Elements of Strict Product Liability
5. Product defective
6. Because of defect, product unreasonably dangerous
7. Defect proximate cause or substantial factor in injury


Lecture 12

Why is it important for organizations to have ethics programs?
1. Many ethical issues within organizations are complex
1. The development of an ethics program forces those within an organization to
reach a consensus on appropriate action (proactively)
2. It is nearly impossible to know every detail of the highly complex laws relevant to
any particular type of business or job
1. Ethics programs sensitize employees to the potential legal and ethical issues
within their work environments
3. To satisfy the publics desire for more responsibility and accountability
4. To eliminate bad apples within an organization through enforcement of the
ethical standards adopted by the organization.
5. Organizations that have become bad barrels must redesign their image and
culture to conform to industry and social standards of acceptable behavior.
6. In the absence of such programs, employees will make decisions based on their
observations of how their coworkers and supervisors behave.
7. To ensure that all employees understand its values and comply with the policies and
codes of conduct that create its ethical climate
1. Because employees come from diverse business environments, educational,
and family backgrounds, it cannot be assumed that all will know how to
behave appropriately when they enter a new organization or job
8. To avoid legal problems by complying with the minimum standards required by
the Sarbanes-Oxley Act, and other laws and regulations
1. Failure to comply can result in financial losses (fines and penalties) and the
loss of public confidence
2. Carrot-and-stick philosophy
1. Incentive to build and enforce effective ethics programs that
encourage employees to make ethical and legal decisions.
Control Systems
1. Compliance Orientation
1. Creates order by requiring that employees identify with and commit to
specific required conduct
2. Uses legal terms, statutes, and contracts that teach employees the rules and
penalties for noncompliance
2. Values Orientation
1. Strives to develop shared values
2. There are penalties, but the focus is more on an abstract core of ideals such
as respect and responsibility
3. Does not rely on coercion, but makes the companys values something seen
as something to which people willingly aspire.
Types of Codes of Conduct
1. Code of ethics
1. Most comprehensive
2. General statements, sometimes altruistic or inspirational, that serve as
principles as the basis for rules of conduct
2. Code of Conduct
1. A written document that may contain some inspirational statements but
usually specificies acceptable or unacceptable types of behavior
2. More like a regulatory set of rules and lends itself to less debate about
specific actions
3. Often developed without the participation of many stakeholder groups
3. Statement of Values
1. Serves the general public and groups of stakeholders
2. Conceived by management and fully developed through input from
stakeholders

Who Develops the Code of Ethics
1. President
2. Board of Directors
3. Chief Executive Officers
1. Who will be charged with enforcement of the Code?
4. Legal Counsel
1. To ensure that the Code correctly assesses key areas of risk and provides
protection from potential legal problems
2. A Code of Ethics that fails to address specific high-risk activities (e.g.,
disposing of toxic waste) within the scope of daily operations is inadequate
for maintaining standards that can prevent misconduct.

Developing and Implementing a Code of Ethics
1. Consider areas of risk and state the values as well as conduct necessary to comply
with laws and regulations. Values are an important buffer in preventing serious
misconduct.
2. Identify values that specifically address current ethical issues.
3. Consider values that link the organization to a stakeholder orientation. Attempt to
find overlaps in organizational and stakeholder values.
4. Make the Code understandable by providing examples that reflect values.
5. Communicate the Code frequently and in language that employees can understand
6. Revise the code every year with input from organizational members and
stakeholders.

Ethics Training and Communication
An effective ethics program must include a training program to communicate and
educate employees about the companys ethical standards.

Keys to Successful Ethics Training
1. Help employees identify the ethical dimensions of a business decision.
2. Give employees a means to address ethical issues.
3. Help employees understand the ambiguity inherent in ethical situations.
4. Make employees aware that their actions define the companys ethical posture both
internally and externally.
5. Provide direction for employees to find managers or others who can help them
resolve ethical conflicts.
6. Eliminate the belief that unethical behavior is ever justifiable
a. Stretching the ethical boundaries results in unethical behavior
b. Whether discovered or not, an unethical act is just that
c. An unethical act is never in the best interests of the company
d. The firm is held responsible for the misconduct of its members.









Cases we need to know
1. Joe Camel
1. Originally part of a circus
2. 1913 Adopted by R.J. Reynolds tobacco company (RJR) to become the new face of
Camel Cigarettes.
3. Made into a cartoon
4. Young kids loved the advertisements. Children between 3 and 6 51% of them recognized
Joe as being associated with cigarettes. Kids 12 19 98% had seen an ad for Joe and
58% saw the ads as being cool!
5. American Cancer Association petitioned the Federal Trade Commission to ban the ads
completely
6. RJR responded to threat by stating that Camel is able to track 98% of its sales and that
they can promise that these sales are not going to young kids.
7. Survey was published, tobacco institutions began a campaign discouraging young people
from smoking.
8. It was announced that Joe Camel wasnt going anywhere anytime soon.
9. RJR claimed that, just because children can identify our logo doesnt mean they will
identify our product. Even though the amount of under-aged smokers who smoke
Camel rose from 5% to 33%.
10. In 1992 CDC reported that Marlboro, Newport and Camel, were the preferred cigarettes
for those 12 18 years of age. These are also the brands that do the most advertising.
11. 1992 Campaign called Dump the Hump began. Was established to try to ban all ads
that taught children how to smoke.
12. 1993 FTC recommended a ban on Joe Camel ads.
13. 1994 James Johnston, CEO of Camel said, We do not market to children and will not.
He added, We do not survey anyone under the age of 18.
14. A chart was discovered the RJR created, which showed the percentage each tobacco
company had control over with 14 to 24 year olds
15. It was believed that as that age group matured, they would control the cigarette volume
for the next 25 years.
16. 1997 RJR began phasing out Joe Camel and bringing in a healthy look with young men
and women hanging out in bars and swimming pools.
17. Soon after came the Tobacco Settlement. The settlement forbidden outdoor
advertising, the use of human images, cartoon characters, and vending-machine sales.
18. Suits were settled large amount of money were paid by the tobacco companies.
19. Joe Camel Cartoon Spokesman for Camel Cigarettes
20. David Fishel RJR Spokesman
21. James W. Johnston RJR Tobacco Division Chief/CEO
2. BP
1. BP is a holding company with 3 segments (Exploration & Production, Refining &
Marketing, and Gas, Power and Renewable)
2. 2
nd
largest oil company in the world
3. Until 2007, BP had been a favorite of nongovernmental organizations and
environmental groups
4. Named worlds most admired company
5. 4,000 civil suits paid from a fund of 2.1 billion set aside for litigation.
6. Entered into agreement with EPA for a guilty plea to Clear Air Act violations (50 million
dollar fine)
7. 2005 Texas City Refinery Explosion 2005 agreement with OSHA to fix 271 violations,
but BP failed to fix any.
8. Explosion at refinery in Texas City, Texas killed 15 and injured 500.
1. Largest fine in OSHA history (87 Million USD)
9. Prudhoe Bay
1. Refinery located on 478,000 aces of land in Alaska
2. Pipes installed in 1977 and were given estimated economic life of 25 years if
maintenance was done regularly.
3. March 2006 Pipeline burst and spilled 267,000 gallons of oil
4. Pipeline was severely corroded
5. November 2007 BP pled guilty to negligent discharge of oil, a misdemeanor
under the Clean Water Act (20 Million USD fine).
6. July 2011 BP paid 25 Million USD civil penalty
7. November 2012 Announced that Alaska would collect 255 Million USD due to
pipeline leaks and shutdown of 2006 (BPs share was $66 million)
10. Inspecting and Cleaning Pipes
1. Coupon Method
1. Sends pieces of metal (coupons) into the pipeline to run with the flow
and coupons are inspected to detect corrosion.
2. Used by BP in 1495 locations
2. Smart Pig Method
1. Industry Standard, required every 5 years
2. Smart pig detection device runs along the inside of the pipeline to
detect corrosion.
3. BP hadnt done smart pigging at Prudhoe Bay since 1998 and pipes
hadnt been cleaned since 1992
11. Trading
1. June 2006 Commodities Futures Trading Commission filed a civil complaint
against BP. (Brokers tried to manipulate price of propone by manipulating the
supply).
2. August 2006 Justice Department investigates BPs energy trading and stock
sales by executives
1. Alleged insider trading by BP brokers
2. Brokers indicted for trading in commodities prior to announcements
about production quantity and transport systems
3. $303 million fine, $53 million of which paid investors for incurred losses.
4. September 2009 Federal Judge tosses indictments of BP traders.
12. Additional Oil Spills
1. June 5, 2008 193 barrel oil spill at Atlantis Rig in the Gulf of Mexico
2. April 20, 2010 Deepwater Horizon rig (18,000) feet in the Gulf of Mexico
experienced an explosion and oil spill
1. 11 Killed
2. 200 million gallons of oil spilled
3. Largest oil spill & largest environmental disaster in history
4. BP lost 30 billion USD
5. $7 Million per day spent on containment from April July
6. House of Representatives determined that BP didnt follow standards
when drilling in the well.
3. Ann Hopkins & PriceWaterhouse
1. Ann Hopkins began her career at PriceWaterhouse (PW) in 1977
2. Became the firms specialist in large-scale computer system design and operations for
the federal government.
3. Became a Senior Manager with the Advisory Services division.
4. Senior managers could be submitted for partnership when a current partner submitted
their name for candidacy for the nomination process.
5. Partners were told to make comments in the form of a long or short evaluation of the
nominee.
6. Partners then voted either to approve, reject or put the candidate on hold until the
following year.
7. There were not any restrictions on the number of partnerships granted
8. 1982 Anns name was submitted for candidacy to be considered for the 1983 class of
partners.
9. Of the 88 names submitted for partnership, Ann was the only female.
10. Of the current 662 current partners only 7 were females.
11. Ann Hopkins Placed on hold
12. Anns supporters said she was a stellar performer and she was called the rainmaker
13. Ann was responsible for bringing a two year 25 Million Dollar contract. This was the
largest contract ever obtained by the firm.
14. She also had the most billable hours out of any candidate.
15. Negative Comments abrasiveness, concerned with her interpersonal skills, difficult to
work with..
16. Macho, overcompensated for being a woman, needs a course in charm school, shouldnt
be using foul language because she is a lady, she should walk more femininely, talk
more femininely, dress more femininely, wear make-up, have her hair styled and wear
jewelry.
17. Aforementioned reasons in point P were reasons that would qualify as gender
stereotyping a subtype of gender discrimination.
18. EEOC did not find a violation of Title VII of the Civil Rights Act
19. Ann filed suit against PWC
20. Ann won
21. Now, the Supreme Court recognizes stereotyping as a way of establishing
discrimination.
22. She was awarded the partnership
Essay is performing the 6-step analysis on two of the cases she presented on. Not sure which cases
will be on the exam
1. BeechNut
2. Ice T
3. Adelphia
4. Martha Stewart
5. Challenger
6. Salt Lake City Case