Dunlap V. Tennessee Valley Authority

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What were the legal issues in this case?
In the case of Dunlap VS Tennessee Valley Authority, the legal issue that was presented was discrimination, disparate treatment and disparate impact.  According to the EEOC, race discrimination involves treating someone (an applicant or employee) unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features). Color discrimination involves treating someone unfavorably because of skin color complexion.  The Title VII of the Civil Rights Act of 1964 protects workers from discrimination, and when it comes to the case, discrimination was seen in many ways.   For starters, when it came to the interviewing process, there were 5 white officials and 1 black which showed that the room was not balance.  Next, when it came to the scoring, he received lower scores than the whites. The next issue that showed discrimination was when it came to the attendance record of the workers.  Two of the workers who were Caucasian, had the same attendance as Dunlap, and they received a better ranking.  Also, Dunlap had a perfect safety record and received a score of a 4; while a white applicant who was at the job for eleven, had 2 accidents within those years and received a score of 6. Dunlap was not the only African American to have problems with TVA when it came to discrimination as well. The suit that was brought against TVA was for discrimination under disparate impact and treatment.  Disparate impact theory requires the plaintiff to demonstrate that the facility falls harshly on one group than another; disparate treatment requires the plaintiff to demonstrate that an employer has treated some people badly because of the race, age, gender or any other discrimination factor (Walsh, 2010). The district court found many filings along with the fact that Dunlap had been subjected to discrimination under both disparate treatment, concluding...
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