The jobs listed for the Dr Pepper Snapple Group Company and their average hourly pay include:

• merchandiser: $11.61

• part time merchandiser: $10.60

• delivery driver: $15.81

• machine operator: $12.70

• material handler: $15.02

• wharehouse: $12.92

• account sales manager: $17.70

• customer service representative: $19.48

• relief account manager: $17.82

• filler technician: $16.49

• loader: $14.83

• QA technician: $19.88

• route driver: n/a

• senior accountant-contractor: n/a

• quality lab technician: n/a

 

(https://www.glassdoor.com/Salary/Dr-Pepper-Snapple-Group-Salaries-E13335.htm)

 

         Dr Pepper Snapple Group Company makes it their mission to have employees from diverse backgrounds with unique perspectives. They encourage their employees to take part in cultural awareness workshops and cross-functioning business challenges. They do not discriminate against race, gender identity, disability, medical condition, religion, creed, age, gender, marital status, religion, ancestry, national origin, covered veteran or military status, and/or genetic information (http://www.drpeppersnapplegroup.com/careers/diversity-inclusion/). The benefits provided to all employees include medical plans, life insurance, a dental plan, short term and long term disability, paid vacation days, a vision plan, flexible spending accounts, a 40(k) savings plan for retirement, and adoption assistance  (http://www.drpeppersnapplegroup.com/careers/diversity-inclusion/). As established by the 2010 California Transparency in Supply Chains Act, Dr. Pepper Company is not allowed to use or engage in slavery, human trafficking, and child labor (California Transparency in Supply Chains Act (SB 567)- Dr Pepper Snapple Group).

 

        Dr Pepper Snapple Group is not a union company, however some of the branches of this company have formed unions. For example Mott’s union in Williamson, N.Y. went on strike on May 23 of 2010. They stood against the company’s desire to cut their wages by $3,000 a year, end pensions for new hires, freeze pensions, reduce the company’s 401(k) retirement contributions, and increase the costs for health care benefits paid by employees (http://www.nytimes.com/2010/08/18/business/18motts.html?_r=0).  Instead of closing the plant or moving operations overseas, Dr Pepper Snapple Group made a three year labor agreement with the Mott’s union representing more than 300 employees, ending the strike (http://news.drpeppersnapplegroup.com/2010-09-14-DPS-Bargained-in-Good-Faith-Reached-Impasse-in-Negotiations-With-Union-in-Williamson-NLRB-Finds).