religion‚ color‚ sex or national origin (Dessler‚ 2016). This is the first law that needs to be considered when looking at hiring an employee. After this‚ employers need to make sure they are following the guidelines and example of the Griggs v. Duke Power Company case (Dessler‚ 2016). This law is to ensure that when in the hiring process‚ the requirements of the candidates applying
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color‚ sex‚ national origin‚ religion‚ disability or age. In the Supreme Court case‚ Griggs v. Duke Power Company (Duke)‚ it was decided that Duke used a selection process which had a disparate impact on the employment opportunities of members of a race‚ color‚ religion‚ sex‚ or national origin group. Disparate impact is sometimes confusing and tricky. In the case of the Albemarle Paper Company (Albemarle) v. Moody‚ proved just how tricky disparate impact is. Albemarle administered tests without
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Smith Sept. 6‚ 2004 MGMT 331-904 The Griggs v. Duke Power Company was a landmark case regarding discrimination in the workplace. Duke Power Company was known for discriminating against blacks during the hiring process by only allowing them to work in it’s labor department which was the lowest paying position. After the Civil Rights Act was passed‚ obviously the company was no longer allowed to discriminate legally based on race. However‚ the company became sneaky and required a high school diploma
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Duke Power company. This |Provided enforcement mechanisms for |The EEOC could effectively employment | |Equal Employment Opportunity Act |EEOC. The EEOC could effectively |case highlighted that if any hiring |Title VII
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Griggs v. Duke Power FACTS: The case originated in a lawsuit filed by Willie Griggs and twelve other African-American employees of Duke Power’s Dan River hydroelectric plant in Draper‚ North Carolina. Before the passage of the Civil Rights Act‚ Duke Power discriminated against African-Americans in hiring and promotion‚ restricting them to the company’s Labor department. In 1955‚ Duke Power instituted a high school diploma requirement for initial hiring in any department except Labor. (The other
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impact on the Civil Rights Act of 1964‚ which allowed equal opportunity to African Americans (Hogan‚ 2007). Even though the civil rights act was established to eliminate discrimination and bias amongst the African American pollution cases such as Griggs v Duke clearly show how the rights movement was still a process in which kept being violated. The purpose of this case was to create fairness for African Americans‚ women and minorities when trying to obtain jobs. The case created the rules that requirements
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Duke Power Co. African American employees challenged Duke Power’s policies requiring a high school diploma or passing of intelligence tests as a condition of employment in or transfer to jobs at the plant. These requirements went into effect right after the passage of Title VII.
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This example did not meet the criteria for EEO. The Griggs vs Duke did not meet the criteria due to other reasons. Griggs V. Duke Power Co displayed lack of EEO Compliance by having a neutral rule (high school Diploma) that disparately impacted a minority (Blacks) that had no direct relevance to the performance needed for the job. It was also
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Duke and the American Tobacco Company 1. What were the most significant strategic steps of a Company? There are several significant strategic steps of the American Tobacco Company. These steps consist of the company’s mission‚ external and internal environmental analysis‚ goal and strategy formulation‚ implementation‚ Continuous feedback and overall control of all the processes. The case study of James Buchanan Duke identifies each and every process and implemented them with a lot of hard work
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Wal-Mart‚ Inc v. Dukes Issues: Does the discretion exercised by Wal-Marts‚ local supervisors over pay and promotion matters violate title VII by discriminating against women? Should the case be classified as a class action suit? Rule: Title VII of the Civil Rights Act of 1964 prohibits discrimination of employees on the basis of race‚ color‚ religion‚ sex or national origin (see 42 U.S.C. § 2000e-2[31]). Title VII also prohibits discrimination against an individual because of his or
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