griggs vs duke power

Attorneys on behalf of the workers argued that the education requirements acted as a way for the company to racially discriminate. Argued December 14, 1970. As a member, you'll also get unlimited access to over 83,000 The Supreme Court, led by Chief Justice Warren Burger, ruled that testing is a fair practice if done correctly to qualify the best candidates, but the operation of the testing in this instance was discriminatory. The Title VII of the Civil Rights Act of 1964 was a major part of Civil Rights history. Log in here for access. Decided March 8, 1971. Services. If the employees could pass the tests, they could transfer. 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. Griggs v. Duke Power Co., 401 U.S. 424 (1971) Griggs v. Duke Power Co. No. 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. 13. 134 lessons The Aftermath of Griggs vs. Duke Power Company Case 1108 Words | 4 Pages. - Definition, Types, Symptoms & Treatment, How to Prep for the NYS Spanish Regents Exam, Study.com Demo for Workforce College Accelerator, Tech and Engineering - Questions & Answers, Health and Medicine - Questions & Answers, You are conducting a case-control study to examine the association between lifetime contact lens use and cases of keratitis (a serious eye disease). Argued Dec. 14, 1970. The tests could not be shown to be at all related to job performance. She has also worked at the Superior Court of San Francisco's ACCESS Center. In 1971, the Supreme Court issued a unanimous ruling in Griggs v. Duke Power, which transformed our nation’s work places. The Supreme Court’s decision in Griggs v. Duke Power Company, 401 U.S. 424 (1971), addressed the Title VII issues created by employer policies that are facially neutral, but which adversely impact employees on the basis of race, sex, or religion. Griggs v. Duke Power Company Ethical Analysis Essay Ethical Implications for Diverse Populations There are several ethical implications that are reflected in a diverse population that bared a sense of overt discrimination. v. Duke Power Co. Subsequent history: 420 F.2d 1225, reversed in part. succeed. The Company did not need to intend to discriminate when crafting a policy that was "discriminatory in operation." imaginable degree, area of The lower courts found no violation of Title VII of the Civil Rights Act. The company also argued that the tests could be used under section 703h of the Civil Rights Act, which allows "any professionally developed ability test" that is not "designed, intended or used to discriminate because of race[.]". Employees needed to pass two "aptitude" tests, one of which supposedly measured intelligence. The segregation in schools in North Carolina meant that black students received an inferior education. Griggs v. Duke Power Co., 401 U.S. 424, was a court case argued before the Supreme Court of the United States on December 14, 1970. | {{course.flashcardSetCount}} They reasoned that because the high school and testing … 14. 401 U.S. 424 (1971), argued 14 Dec. 1970, decided 8 Mar. The new Civil Rights exhibit will cover the 1971 Griggs vs. Duke Power Supreme Court Case, highlight its relevance to modern day movements and help to fill an educational gap in the way Civil Rights features in curriculums, which all too often neatly caps the … 124. Washington v. Davis: Supreme Court Case, Arguments, Impact, Guinn v. 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United States Supreme Court. You are selecting keratitis cases from a local eye disease clinic. D.L. U.S. Reports: Griggs v. Duke Power Co., 401 U.S. 424 (1971). Willie Griggs filed a class action, on behalf of several fellow African- American employees, against his employer Duke Power Company . Duke Power's aptitude tests had nothing to do with the technical aspects of jobs in any of the departments. The District Court ruled in favor of Duke Power Company, but the Supreme Court then reversed the decision and indeed found the testing as a disparate impact, which is proof that an employer's practice, policy or rule negatively affects a protected class. Synopsis of Rule of Law. Willie S. GRIGGS et al., Petitioners, v. DUKE POWER COMPANY. As a result of LDF’s advocacy, the Supreme Court embraced a powerful legal tool – now known as the “disparate impact” framework – that has proved essential in the fight to eradicate arbitrary and artificial barriers to equal employment opportunity for all individuals, regardless of their race. This lesson explains the details of the case and the unanimous decision made by the Supreme Court. When the Civil Rights Act of 1964 went into effect, the Duke Power Company had a practice of only allowing black men to work in the labor department. Also under this act, it is unlawful for an employer to retaliate against its employees for filing a discrimination charge, complaining about discrimination or even participating in a discrimination lawsuit. just create an account. This act makes it unlawful for any employer to discriminate against employees based on national origin, religion, sex, color or race. It is generally considered the first case of its type. However, over time federal courts have increasingly narrowed its usage, creating restrictions for when and how an individual can bring a disparate impact lawsuit. Griggs v. 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. An analysis and presentation of the Griggs vs Duke Power Co. equal employment opportunity and personnel case. Ruling: As neither the high school graduation requirement nor the two aptitude tests was directed or intended to measure an employee's ability to learn or perform a particular job or category of jobs, the court concluded that Duke Energy's policies were discriminatory and illegal. Alfred W. Blumrosen, The Legacy of Griggs: Social Progress and Subjective Judgments, 63 CHI.-KENT L. REV. Griggs v. Duke Power Company 401 U.S. 424 (1971) DOES TITLE VII BAR ANY JOB REQUIREMENT THAT BLACKS FAIL MORE OFTEN THAN WHITES, AND THE GOVERNMENT CONSIDERS UNNECESARY? Earl M. Maltz, The Legacy of Griggs v. Duke Power Co.: A Case Study in the Impact of a Examples of Griggs v. Duke Power Company in the following topics: State Initiatives Against Affirmative Action. Griggs v. Duke Power Company is a historical case of employees who took a stand against workplace discrimination. CERTIORARI TO THE UNITED STATES COURT OF APPEALS FOR THE FOURTH CIRCUIT Syllabus 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. GRIGGS v. DUKE POWER CO.(1971) No. lessons in math, English, science, history, and more. This was because Duke Power Company made it a requirement for all new and current employees to have a high school diploma and pass two intelligence tests to work outside of the labor departments. Did you know… We have over 220 college Duke Power Company argued that the tests were not in any form used to discriminate against its black employees and were actually a method to offer advancement opportunities outside of the labor department. They also believed these requirements were still a way of holding them back from higher wages and promotional opportunities. To unlock this lesson you must be a Study.com Member. Sociology 110: Cultural Studies & Diversity in the U.S. CPA Subtest IV - Regulation (REG): Study Guide & Practice, The Role of Supervisors in Preventing Sexual Harassment, Key Issues of Sexual Harassment for Supervisors, The Effects of Sexual Harassment on Employees, Key Issues of Sexual Harassment for Employees, Distance Learning Considerations for English Language Learner (ELL) Students, Roles & Responsibilities of Teachers in Distance Learning. Log in or sign up to add this lesson to a Custom Course. The majority opinion found that what mattered was that the disparate impact of the policy was discrimination. Anyone can earn Try refreshing the page, or contact customer support. Chief Justice BURGER, writing for the COURT: The objective of Congress in Title VII was to achieve equality of employment opportunities. While the Civil Rights Act was a major stepping stone to end employee discrimination, black employees at the Duke Power Company still did not believe they were being treated equally as their white co-workers. You can test out of the An error occurred trying to load this video. Black employees were still at a disadvantage with this policy and took the company to court. Get access risk-free for 30 days, Also, the District Court believed the tests were related to the job skill requirements. credit by exam that is accepted by over 1,500 colleges and universities. Not sure what college you want to attend yet? The court established a legal precedent for "disparate impact" lawsuits in which criteria unfairly burdens a particular group, even if it appears neutral. Written and curated by real attorneys at Quimbee. Key Questions: Did Duke Power Company's intradepartmental transfer policy, requiring a high school education and the achievement of minimum scores on two separate aptitude tests, violate Title VII of the 1964 Civil Rights Act? `` discriminatory in operation. case decided by the U.S. Supreme Court issued a unanimous ruling in Griggs Duke... And the marvels of the case was originally applauded as a legal studies writer and a former Schuster Institute Investigative... With this policy and took the Company refused to adopt different, non-discriminatory practices try refreshing the page or! And save thousands off your degree employees looking to transfer between departments the overall quality of Civil! Significantly more Act, the Company argued that the Company did not need to show the. Try refreshing the page, or contact customer support for 30 days, just an... Black employees were still a way for the Company 's actions violated Title VII of the Civil Rights Act 1964. 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