What Is The Main Point In The Griggs V. Duke Power Company Case? (Question)

It is generally considered the first case of its type. The Supreme Court ruled that the company’s employment requirements did not pertain to applicants’ ability to perform the job, and so were unintentionally discriminating against black employees.

Why is the Griggs v Duke Power case important?

Duke Power Co., case in which the U.S. Supreme Court, in a unanimous decision on March 8, 1971, established the legal precedent for so-called “disparate-impact” lawsuits involving instances of racial discrimination.

What was the ruling in the case of Griggs v Duke Power Company quizlet?

1971: Griggs v. Duke Power Co. the Supreme Court ruled that Title VII of the 1964 Civil Rights Act prohibits not only intentional job discrimination, but also employer practices that have a discriminatory effect on minorities and women.

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What is the Griggs test?

In short, the Griggs Court decided that where an employer uses a neutral policy or rule, or utilizes a neutral test, and this policy or test disproportionately affects minorities or women in an adverse manner, then the neutral rule or test violates Title VII unless the employer proves it is justified by “business

Which of the following describes the impact of the US Supreme Court case Griggs v Duke Power Company?

In Griggs v. Duke Power Company​, the Supreme Court ruled​ that, in​ employment, discrimination does not have to be overt to be illegal.

What was the major issue addressed in Griggs v Duke Power Co 401 US 424 1971?

Duke Power Co., 401 U.S. 424 (1971), was a court case argued before the Supreme Court of the United States on December 14, 1970. It concerned employment discrimination and the disparate impact theory, and was decided on March 8, 1971. It is generally considered the first case of its type.

Why did Personnel Testing dramatically decline after the Supreme Court’s ruling in Griggs v Duke Power Company?

Why did personnel testing dramatically decline after the Supreme Court’s ruling in Griggs v. Duke Power Company? Companies did not know if their selection tests were valid.

Which of these is a valid reason for not hiring a potential employee quizlet?

Which of these is a valid reasoning for not hiring a potential employee? The person has a lack of experience. An employer’s financial capabilities affect what constitutes a fair wage scale for that employer’s employees.

When used properly personality tests can help screen applicants?

informed consent from employees. Used properly, personality tests serve two purposes in the work place. Which of the following is one of those purposes? A) personality tests help screen applicants for jobs by indicating areas of adequacy and inadequacy.

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When an employment selection instrument is related to job success the instrument is said to have?

When an employment selection instrument is related to job success, the instrument is said to have: employment decisions reject a higher percentage of a protected class than a nonprotected class. Adverse impact means that: four-fifths rule.

Who was the plaintiff in Griggs vs Duke Power?

Citation401 U.S. 424 (1971). Griggs (Plaintiff) was an African American employee of Duke Power Co. (Defendant) who challenged Defendant’s job requirements as a violation of Title VII of the Civil Rights Act because they disparately impacted African American applicants and were not tied to job performance.

What precedents were set by the Griggs v Duke Power Co 1971 case?

In Griggs v. Duke Power (1971), the Supreme Court ruled that, under Title VII of the 1964 Civil Rights Act, tests measuring intelligence could not be used in hiring and firing decisions.

What does disparate impact refer to?

Disparate impact is often referred to as unintentional discrimination, whereas disparate treatment is intentional. Disparate impact occurs when policies, practices, rules or other systems that appear to be neutral result in a disproportionate impact on a protected group.

Who won Connecticut v teal?

Conclusion: The Supreme Court of the United States held that the test that barred promotion and had a discriminatory impact on black employees fell within 42 U.S.C.S. § 2000e-2(a)(2). It was a barrier to achieving equality of employment opportunities for minorities.

What is the 4/5ths rule?

The Four-Fifths rule states that if the selection rate for a certain group is less than 80 percent of that of the group with the highest selection rate, there is adverse impact on that group.

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What is disparaging treatment?

Disparate treatment, in the employment context, refers to when a person is treated differently from others. For example, disparate treatment occurs when a supervisor allows the majority of his/her employees to enjoy a particular job benefit but denies a single employee that same benefit.

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