The Aftermath of Griggs vs. Duke Power Company Case 1108 Words | 4 Pages. Griggs v. Duke Power Company was a case decided by the U.S. Supreme Court in 1971. In 1971, the Supreme Court issued a unanimous ruling in Griggs v. Duke Power, which transformed our nation’s work places. They also needed to have a high school diploma. Enrolling in a course lets you earn progress by passing quizzes and exams. An analysis and presentation of the Griggs vs Duke Power Co. equal employment opportunity and personnel case. Log in here for access. The Supreme Court in turn, reversed the District Court's decision and ruled in favor of Griggs. It concerned employment discrimination and the adverse impact theory, and was decided on March 8, 1971. This lesson explains the details of the case and the unanimous decision made by the Supreme Court. Plaintiffs would also need to show that the company refused to adopt different, non-discriminatory practices. 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. Chief Justice Berger delivered the unanimous decision. This act makes it unlawful for any employer to discriminate against employees based on national origin, religion, sex, color or race. (“Disparate impact” describes a situation in which adverse effects of criteria—such as those applied to candidates for employment or promotion—occur primarily among people … 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. 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. Duke Power did not specifically prevent black employees from moving between departments. Willie S. GRIGGS et al., Petitioners, v. DUKE POWER COMPANY. Written and curated by real attorneys at Quimbee. first two years of college and save thousands off your degree. Holding 's' : ''}}. All rights reserved. Elianna Spitzer is a legal studies writer and a former Schuster Institute for Investigative Journalism research assistant. Little Known Black History Fact: Griggs Vs. Duke Power. Get access risk-free for 30 days, 124 Argued: December 14, 1970 Decided: March 8, 1971. Alfred W. Blumrosen, The Legacy of Griggs: Social Progress and Subjective Judgments, 63 CHI.-KENT L. REV. Study.com has thousands of articles about every Chandler. However, over time federal courts have increasingly narrowed its usage, creating restrictions for when and how an individual can bring a disparate impact lawsuit. Decided March 8, 1971. In terms of the importance of degrees or standardized tests, Chief Justice Berger noted: The Court addressed Duke Power's argument that section 703h of the Civil Rights Act allowed for ability tests in the majority opinion. Black employees were subjected to working the lowest paid laborer positions, while the white employees were paid significantly higher for laborer positions. {{courseNav.course.mDynamicIntFields.lessonCount}} lessons 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 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? | {{course.flashcardSetCount}} To learn more, visit our Earning Credit Page. Neither of the tests measured job performance at the power plant. Earl M. Maltz, The Legacy of Griggs v. Duke Power Co.: A Case Study in the Impact of a The majority opinion found that what mattered was that the disparate impact of the policy was discrimination. Under Title VII of the Civil Rights Act, the company could not use these tests to guide departmental transfers. Prior history: Reversed in part, 420 F.2d 1225. Log in or sign up to add this lesson to a Custom Course. Earn Transferable Credit & Get your Degree, McDonnell Douglas Corp. v. Green: History & Analysis, Introduction to Human Resource Management: Certificate Program, Organizational Behavior Syllabus Resource & Lesson Plans, Senior Professional in Human Resources - International (SPHRi): Exam Prep & Study Guide, PHR Certification Exam Study Guide - Professional in Human Resources, Psychology 107: Life Span Developmental Psychology, SAT Subject Test US History: Practice and Study Guide, SAT Subject Test World History: Practice and Study Guide, Geography 101: Human & Cultural Geography, Sociology 103: Foundations of Gerontology, Criminal Justice 101: Intro to Criminal Justice, Political Science 101: Intro to Political Science. , while the white employees of the Civil Rights Movement workplace discrimination L. ed.... Circuit, granted page, or contact customer support reversed in part, 420 1225! Racially discriminate District Court believed the tests and degree requirement created arbitrary and needless barriers that indirectly impacted workers! 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