Respuesta :
Griggs v. Duke Power Co.
The Griggs
Willie Griggs was a Black man who worked for Duke Power Co. going to follow the passage of the Civil Rights Act of 1964. Further, the conditions for promotions and raises were explicit, unconnected to the task, and impossible to attain. To contest these tactics, he launched a lawsuit against the corporation.
The Duke Power Co.
African American workers at the Duke Power Corporation in North Carolina filed a lawsuit against the company in the early 1970s because of a policy that required employees transferring between divisions to have a high school diploma or pass an IQ test. Plaintiffs in the lawsuit, the employees, maintained that the standards did not reflect a person's capacity to perform a particular job or range of tasks, but rather were attempts to circumvent laws prohibiting workplace discrimination. The workers asserted that a disproportionate number of African Americans were deemed unqualified for advancement, transfer, or employment because to the inferior segregated education accessible to blacks in North Carolina.
RAISE THE JOB REQUIREMENTS
The supreme court case on 1971 that established the concept that hiring requirements must be job related was Griggs v. Duke Power Co.
The Supreme Court declared in 1971 in Griggs v. Duke Power Co. that Title VII of the 1964 Civil Rights Act outlaws not only intentional employment discrimination, but also employer practices that have a discriminatory impact on minorities and women.
Even if there is no discriminatory motive, an employer may not utilize a job criterion that functionally excludes members of a certain race if the requirement has no bearing on gauging job performance.
END OF CASE
The Griggs case cleared the way for the Civil Rights Act of 1991, which established the "disparate impact" theory of discrimination, allowing employees to challenge employment policies that disadvantage particular groups if the employer cannot demonstrate the policy is justified by business necessity.
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