• embedded Map Of Alabama And Florida, 110 Cong.Rec.

Rather, a vice-president of the Company testified, the requirements were instituted on the Company's judgment that they generally would improve the overall quality of the workforce.

Duke Power, a company being sued by its ethnic minority employees this included Willie Griggs. On the record before us, neither the high school completion requirement nor the general intelligence test is shown to bear a demonstrable relationship to successful performance of the jobs for which it was used. • Corporate teachers fabled offer of milk to the stork and the fox, List of United States Supreme Court cases, volume 401, Regents of the University of California v. Bakke, Schuette v. Coalition to Defend Affirmative Action, https://infogalactic.com/w/index.php?title=Griggs_v._Duke_Power_Co.&oldid=4359060, Pages using citations with accessdate and no URL, United States employment discrimination case law, United States statutory interpretation case law, United States Supreme Court cases of the Burger Court, Creative Commons Attribution-ShareAlike License, About Infogalactic: the planetary knowledge core. 35, Table 47. This consequence would appear to be directly traceable to race. HEAD BACK TO THE BLACKAMERICAWEB.COM HOMEPAGE. Because Title VII is passed pursuant to Congress's power under the Commerce Clause of the Constitution, the disparate impact test later articulated by the Supreme Court in Washington v. Davis, 426 US 229 (1976) is inapplicable.

Although we should learn from, against for being uneducated or not meeting educational requirement. We do not suggest that either the District Court or the Court of Appeals erred in examining the employer's intent; but good intent or absence of discriminatory intent does not redeem employment procedures or testing mechanisms that operate as "built-in headwinds" for minority groups and are unrelated to measuring job capability. This page was last modified on 1 January 2016, at 19:38.

Otherwise, they run afoul of Title VII of the 1964 Civil Rights Act. Additionally, Duke couldn’t prove why tests would be necessary considering that whites had been performing their jobs well before the imposed restrictions. In Griggs v. Duke Power Co., the Supreme Court ruled on the legality of tests employers used in order to discriminate against African American job applicants. For example, between July 2, 1965, and November 14, 1966, the percentage of white employees who were promoted but who were not high school graduates was nearly identical to the percentage of nongraduates in the entire white workforce. U.S. Supreme Court Griggs v. Duke Power Co., 401 U.S. 424 (1971) Griggs v. Duke Power Co. No.

The Court ruled that these restrictions did not relate to job performance in this case and therefore said requirements must be dropped. The ________ HR group may provide specialized support for organizational change. The Supreme Court unanimously held that Duke Power’s high school graduation requirement and aptitude tests violated Title VII of the 1964 Civil Rights Act. On March 8, 1971, the Supreme Court ruled against Duke Power. Otherwise, they run afoul of Title VII of the 1964 Civil Rights Act. Under the Act, practices, procedures, or tests neutral on their face, and even neutral in terms of intent, cannot be maintained if they operate to 'freeze' the status quo of prior discriminatory employment practices. The effect of this decision has been to eliminate aptitude tests from the hiring process. The Aftermath of Griggs vs. Duke Power Company Case 1108 Words | 4 Pages. July 09, 2017

In Griggs v Duke Power Co, 401 U.S. 424 (1971), the U.S. Supreme Court held that aptitude tests used by employers that disparately impact ethnic minority groups must be reasonably related to the job. Inside Minas Morgul, 110 Cong.Rec.

Judgments are made in the process about the data collected on a job.

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