Dunlap V Tennessee Valley Authority

Topics: Employment, Equal Employment Opportunity Commission, Tennessee Valley Authority Pages: 4 (1209 words) Published: January 24, 2013
Dunlap v. Tennessee Valley Authority
Based on Title VII of the Civil Rights Act of 1964 employers are not allowed to discriminate against a potential employee based on race, color, sex, religion, or national origin. In the Dunlap v. Tennessee Valley Authority case this title of the civil rights act was violated. An African American man named David Dunlap who gave almost the exact same answers as white candidates who got the job and who had 20 years of experience in boiler making was not chosen for any of the 10 positions available with the TVA. The issue is not only that he wasn’t hired but based on the score sheet he was highly discriminated against. When asked how many days he missed Dunlap told the employers that he never missed days unless sick or having a family emergency, two other candidates who just so happened to be white gave almost the exact same answer. On the score sheet for this question Dunlap was given a score of 3.7 while the other two potential employees were given scores of 4.2 and 5.5. Also when he was asked about how many accidents he had in the field he replied none and was given a low score but another candidate whom had at least two accidents was given a higher score than Dunlap. The issue at hand was that, his score sheet was heavily manipulated putting him in number 14 out of the 21 candidates that had applied. The top ten got hired. Of the top ten potential employees one African American was hired. This man, William Parchmen, stated how he had been trying for years to get employment from the TVA, but didn’t succeed up until then. This was because he filed a complaint with the Equal Employment Opportunity Commission (EEOC). (Martin, B.)

The Tennessee Valley Authority is at fault because not only did they manipulate the score sheet, but they changed the procedures for the hiring process. “Despite the fact that TVA policy required that "merit and efficiency form the basis for the selection of job candidates" and "education,...

References: Farlex, Inc., Copyright © 2011 Disparate Impact Claim, The Free Dictionary
Gilmore, D.B., (2008), United States: Employer’s Manipulation of Hiring Process Proves
Discriminatory Intent, http://www.mondaq.com/unitedstates/article.asp?articleid=64190
Walsh, D. J. (2010), Employment Law for Human Resource Practice: 2010 custom edition (3rd
ed.) Mason, OH: South-Western Cengage Learning
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