Former SAP exec accuses company of age discrimination

SAP Faces Age Discrimination and Retaliation Lawsuit

An employee of SAP has filed a lawsuit against the company, alleging age discrimination and retaliation. The employee, Michael Nedrow, worked as an SAP executive for over eight years and has brought the civil action in the District Court for the Eastern District of Pennsylvania.

Allegations of Anti-Competitive Practices

Nedrow’s lawsuit claims that a director in SAP’s North America region’s midmarket business had issues with a framework designed to prevent anti-competitive practices. The lawsuit, filed earlier this week, alleges that the director’s refusal to implement the framework potentially jeopardized ethical contract processes, regular financial reporting rules, and legal fair trade requirements. The lawsuit [PDF] provides further details.

SAP’s Response and Whistleblower Report

An SAP spokesperson declined to comment on the pending litigation. Nedrow claims that he made a whistleblower report under the Sarbanes Oxley Act in January 2023. The complaint states that SAP executive Greg Petraetis refused to adopt an internal framework intended to prevent corruption and comply with German and European Union laws, as ordered by SAP SE’s Board of Directors.

Retaliation and Job Change

Nedrow alleges that he faced retaliation for his whistleblowing report. His manager informed him that he had upset many people with his report and said he would step in to insulate Nedrow from the problem. In August 2022, Nedrow, who held the position of regional and execution director, was instructed by management to ensure the adoption of a specific legal framework by Latin America and North America by January 1, 2023. The framework, known as the Indirect Commercial Framework (ICF), aims to prevent sales teams from offering more favorable contract terms to certain business partners. However, Nedrow claims that SAP’s North America midmarket business refused to implement the framework.

As a result, Nedrow was moved to another role that was specifically created in response to his legal claims. The filing describes the new role as demeaning and suggests that it was intended to make Nedrow quit. Despite having no choice, Nedrow accepted the position. This type of job is commonly referred to as “Retired in Place” (RIP), an industry practice used to discourage problematic employees from staying.

Discrimination Based on Age

Nedrow’s lawyers also allege that SAP discriminated against him based on his age by refusing to hire him for various open positions. According to the filing, one SAP hiring manager explicitly stated that he intended to hire a younger candidate for the position.

The lawsuit highlights the importance of addressing age discrimination and retaliation in the workplace, aligning with the Sustainable Development Goals (SDGs) set by the United Nations. SDG 8 aims to promote inclusive and sustainable economic growth, employment, and decent work for all. Additionally, SDG 10 focuses on reducing inequalities within and among countries, including discrimination based on age.

SDGs, Targets, and Indicators

1. Which SDGs are addressed or connected to the issues highlighted in the article?

• SDG 8: Decent Work and Economic Growth
• SDG 16: Peace, Justice, and Strong Institutions

2. What specific targets under those SDGs can be identified based on the article’s content?

• SDG 8.8: Protect labor rights and promote safe and secure working environments for all workers, including migrant workers, in particular women migrants, and those in precarious employment.
• SDG 16.5: Substantially reduce corruption and bribery in all their forms.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

• Indicator for SDG 8.8: Percentage of workers who have experienced discrimination or harassment in the workplace.
• Indicator for SDG 16.5: Number of reported cases of corruption and bribery in organizations.

Table: SDGs, Targets, and Indicators

Explanation:
The issues highlighted in the article are connected to SDG 8 (Decent Work and Economic Growth) and SDG 16 (Peace, Justice, and Strong Institutions). Under SDG 8, the specific target 8.8 is relevant, which aims to protect labor rights and promote safe working environments. The article mentions allegations of age discrimination, retaliation, and the creation of a demeaning role for the employee, which can be indicators of a violation of labor rights and an unsafe working environment. The indicator for this target could be the percentage of workers who have experienced discrimination or harassment in the workplace.

Under SDG 16, the specific target 16.5 is relevant, which focuses on reducing corruption and bribery. The article mentions allegations of refusal to adopt an internal framework intended to prevent corruption and comply with legal requirements. This can be seen as a form of noncompliance and potential corruption within the organization. The indicator for this target could be the number of reported cases of corruption and bribery in organizations.

By analyzing the article, it is clear that these SDGs, targets, and indicators are relevant to the issues discussed.

Behold! This splendid article springs forth from the wellspring of knowledge, shaped by a wondrous proprietary AI technology that delved into a vast ocean of data, illuminating the path towards the Sustainable Development Goals. Remember that all rights are reserved by SDG Investors LLC, empowering us to champion progress together.

Source: theregister.com

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