Griggs Vs Duke Power

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Tara Wietecha Assignment 3 March 7, 2024.

Griggs. V. Duke Power Co. highly impacted human resource management. The case was brought to the court system because Duke Power Co. was requiring a certain level of education and certain standardized tests, which violated the rights of potential employees. Ultimately it was found that this case specifically affected African American employees and potential employees, violating Title VII of the Civil Rights Act of 1964.

The direct ways in which the case affected human resources management were to increase diversity and inclusion, make HR departments more aware of legal compliance when it comes to job descriptions and qualifications, really define what job relatedness could mean, and it aimed to eliminate discriminatory practices.

Due to the …show more content…
The way Duke Power Co. had it written was the complete opposite of having equal opportunities for employment. It was also proven that the employees without the required qualifications continued to perform well.

This case made it clear that employers could not require just any standardized test in order to be hired. It now is up to the company to prove that whatever they are requiring the potential employee to do must be related to job performance. This helps to create a more fair method of selecting said candidates.

Griggs vs. Duke Power Co. was just the start in making sure companies in the United States eliminate their discriminatory practices. The ruling established the principle that employment practices that over exclude certain groups based on race, color, religion, sex or national origin are unlawful, even if the company is not intentionally being discriminatory. This contributed to most companies having policies to help eliminate these

Griggs Vs Duke Power Company Summary

Resotko 11/23/15 (Griggs v. Duke Power Company) I. Facts of the Case Willie Griggs and several other African- American employees filed a class action lawsuit against Duke Energy. Griggs claims that Duke’s new employment policy requiring aptitude tests and a high school diploma violated Title VII of the Civil Rights Act of 1964. Duke’s senior level management maintained the tests and educational requirement were intended to produce a generally improved workforce. Griggs and the employees of…

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Griggs Vs Duke Discrimination

Discrimination played a big role in the Griggs vs. Duke Case in 1971. Black people were not given appropriate promotions and were not being hired at the Duke Power Company. The theories of discrimination that this included was race and color. This case earned a lot of recognition and legal exposure because it was a big company accused of employment discrimination. They required IQ tests and high school diplomas as prerequisites for employment. Many people felt this was wrong because many black people…

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their purpose is to specify the procedures these agencies recommend employers follow in complying with the equal opportunity laws. Griggs V. Duke Power Company: Griggs was illegally discriminated against when being hired for a power company. Requirement was you needed a high school diploma and he said that discriminated against blacks bc less have HS diplomas. Griggs won because they said having a HS diploma is not job related. (it would have had an unequal impact on members of a protected class)…

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what a prima facie case is and how it is created, disparate (or adverse) treatment and disparate (or adverse) impact (pp 69 & 72-74; notes on slide 4). Intentional vs unintentional, treatment 4 steps, 80 % rule Know how an employer demonstrates "job relatedness" and have a general familiarity with 4 key court cases: Griggs v. Duke Power, Albemarle Paper v. Moody, Connecticut v. Teal, Watson v. Fort Worth Bank (text pp 74-76; slide 5) Know sexual harassment: what it is and how a firm can protect…

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rejection, the position remained open and the employer continued seeking applications from persons with the complaint’s qualifications Grigg vs. Duke Power Company: Required high school degree to be a coal handler – it wasn’t required for the success of the job. If you are going to test, make it related to the essential duties of the job. Albemarle Paper Company Vs. Moody: Court provided more details on how employers could prove that tests or other screening tools relate to job performance. If an…

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