Both the district court and court of appeals held that Duke’s policies reflected no discriminatory purpose and had been applied equally to black and white employees. Willie Griggs filed a class action, on behalf of several fellow African- American employees, against his employer Duke Power Company . The Civil Rights Act prohibits employers from pursuing policies that appear fair in form, but are discriminatory in operation. It found that the high school and testing requirements indeed had a disproportionate negative impact on the African-American employees’ ability to advance. While the Act does not prohibit the use of testing procedures, the testing requirements should not have controlling force unless they are demonstrated to be a reasonable measure of job performance. reversed and remanded, affirmed, etc. In 1955, Duke began requiring a high school degree for placement in any department other than labor and for transfer to any of the more desirable departments. The case was brought to the Supreme Court by African-Americans on December 14, 1970 (Bennett-Alexander & Hartman, 2015).The respondent was a generating plant and the basis of this case related to employment … of Health. No contracts or commitments. Congress’ objective in enacting Title VII of the Civil Rights Act was equality of employment opportunities and the removal of barriers that previously favored white employees. 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. Griggs v. Duke Power Co., 401 U.S. 424 (1971), was a court case argued before the Supreme Court of the United States on December 14, 1970.

student in analyzing the issue. Certiorari to the United States Court of Appeals for the Fourth Circuit, granted. Sign up for a free 7-day trial and ask it. Griggs v. Duke Power Co. is an early and important case discussing the need to eradicate not only discriminatory treatment in the workplace, but also race-neutral polices that have a discriminatory impact. GRIGGS v. DUKE POWER CO. Negro employees at respondent's generating plant brought this action, pursuant to Title VII of the Civil Rights Act of 1964, challenging respondent's requirement of a high school diploma or passing of intelligence tests as a condition of employment in or transfer to jobs at the plant. Willie Griggs, an employee at Duke Power Company, filed a lawsuit for discrimination because of methods the company used to evaluate its employees. Quimbee might not work properly for you until you. 124. 1, 1 (1987). 13. Therefore, those requirements violated Title VII of the Civil Rights Act. Holding Griggs v. Duke Power Co., 401 U.S. 424 (1971) Griggs v. Duke Power Co. No. THE CRUSADE FOR EQUALITY IN THE WORKPLACE: THE GRIGGS V. DuKE POWER STORY 329 n.10 (Stephen L. Wasby ed., 2014). Decided March 8, 1971. Accordingly, employer policies that appear race neutral but result in keeping a status quo that continues to discriminate against African-American employees violates the Act. It is generally considered the first case of its type. Document Description: Supreme Court records on Griggs v.Duke Power Company. Case Summary of Griggs v. Duke Power Co.: Before the Civil Rights Act became effective in 1965, the Duke Power Company in North Carolina openly discriminated against African-American employees by allowing them to only work in the lowest paid division of the Company. Prior history: Reversed in part, 420 F.2d 1225. The Fourth Circuit Court of Appeals reversed in part. Citation401 U.S. 424 (1971) Brief Fact Summary. View Document. 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. Yes. The issue section includes the dispositive legal issue in the case phrased as a question. The Company’s policy led to a disproportionate number of African-Americans being unable to advance to higher-paying positions. Does the Civil Rights Act prohibit an employer from requiring a high school diploma and satisfactory scores on two aptitude tests for job advancement when the tests (i) are not specifically related to job performance and (ii) disqualify African-American employees at a higher rate than white employees? Then click here. If you logged out from your Quimbee account, please login and try again. Written and curated by real attorneys at Quimbee. A number of black employees (plaintiffs) challenged the policy under Title VII of the Civil Rights Act. briefs keyed to 223 law school casebooks. The court established a legal precedent for "disparate impact" lawsuits in which criteria unfairly burdens a … A group of African-American employees, the petitioners in this case, filed an action in federal district court against the Company.

This has worked, but it has caused a multilayered system, with 50 state governments and one federal government all creating and enforcing law. 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. Therefore, the Company’s requirements violate the Act. The holding and reasoning section includes: v1511 - c62a5f3a171bd33c7dd4f193cca3b7247e5f24f7 - 2020-12-23T20:19:25Z. Griggs v. Duke Power Co. is an early and important case discussing the need to eradicate not only discriminatory treatment in the workplace, but also race-neutral polices that have a discriminatory impact. Argued Dec. 14, 1970. It concerned employment discrimination and the adverse impact theory, and was decided on March 8, 1971. Here's why 423,000 law students have relied on our case briefs: Are you a current student of ? United States Supreme Court. Get Wards Cove Packing Co. v. Atonio, 490 U.S. 642 (1989), United States Supreme Court, case facts, key issues, and holdings and reasonings online today. Star Athletica, L.L.C. 401 U.S. 424. 401 U.S. 424. It concerned employment discrimination and the adverse impact theory, and was decided on March 8, 1971. After 1965, the Company required a high school diploma and satisfactory scores on two professionally prepared aptitude tests for employees to advance to higher divisions. Following is the case brief for Griggs v. Duke Power Co., 401 U.S. 424 (1971). Document Title: Griggs v.Duke Power Company: Brief for Respondent. Please enable JavaScript in your browser settings, or use a different web browser like Google Chrome or Safari. Document Description: Supreme Court records on Griggs v.Duke Power Company. No. CERTIORARI TO THE UNITED STATES COURT OF APPEALS FOR THE FOURTH CIRCUIT Syllabus We revere the law for its ancient traditions; its dazzling intricacy; its relentless, though imperfect, attempt to give order and decency to our world. Author: n/a Publication Year: 1970 Publication: Supreme Court Insight ProQuest Product: Supreme Court Insight Source Institution: Government Printing Office, Washington, D.C. Willie S. GRIGGS et al., Petitioners, v. DUKE POWER COMPANY. Griggs v. Duke Power Co. Citation401 U.S. 424 (1971) Brief Fact Summary. The Court held that even race-neutral policies that may show no discriminatory intent, still may be discriminatory in operation. You’ll be in good company: Quimbee is one of the most widely used and trusted sites for law students, serving more than 97,000 law students since 2011. § 2000e et seq., Duke Power Co. (Duke) (defendant) maintained a policy of open discrimination against black employees. Earl M. Maltz, The Legacy of Griggs v. Duke Power Co.: A Case Study in the Impact of a Following the decision of Griggs v.; Duke Power Company, the first court case to assess affirmative action in employment that made it to the Supreme Court in 1971, states took action to limit the application of affirmative action programs in their jurisdictions. It is generally considered the first case of its type. 849. GRIGGS v. DUKE POWER CO. 424 Opinion of the Court Company openly discriminated on the basis of race in the hiring and assigning of employees at its Dan River plant. You can try any plan risk-free for 30 days. The U.S. Supreme Court disagreed. Indeed, the result of those requirements merely worked to keep African-American employees from advancing out of the lowest paid division in the Company. The lower courts found no violation of Title VII of the. U.S. Reports: Griggs v. Duke Power Co., 401 U.S. 424 (1971). Some law schools—such as Yale, Vanderbilt, Berkeley, and the University of Illinois—even subscribe directly to Quimbee for all their law students. 28 L.Ed.2d 158. Argued December 14, 1970. Prior to the enactment of the Civil Rights Act of 1964 (the Civil Rights Act), 42 U.S.C. The project is focused on the 1971 Griggs vs Duke Power Co. United States Supreme Court Case, in which 13 African-American men from Rockingham County put everything on the line to fight for equality in the workplace. A "yes" or "no" answer to the question framed in the issue section; A summary of the majority or plurality opinion, using the CREAC method; and. Become a member and get unlimited access to our massive library of The rule of law is the black letter law upon which the court rested its decision. Griggs challenged Duke's "inside" transfer policy, requiring employees who want to work in all but the company's lowest paying Labor Department to register a minimum score on two separate aptitude tests in addition to having a high school education. The judgment of the Fourth Circuit Court of Appeals is reversed. Black employees were categorically excluded from all but one of Duke’s departments—the labor department, in which the highest paid employee earned less than the lowest paid employee in any other department. The U.S. Supreme Court granted certiorari. The tests purportedly measured general intelligence but had no relation to job-performance ability. Specifically in Griggs v. Duke Power Co. (1977), Willie Griggs, on behalf of African-Americans, filed a class action against Duke Power Company because workers were required to pass two separate aptitude tests in addition to having a high school education. The procedural disposition (e.g. practice questions in 1L, 2L, & 3L subjects, as well as 16,500+ case 257, 11-1a What Is Value? 14. It concerned employment discrimination and the adverse impact theory, and was decided on March 8, 1971. Read our student testimonials. 91 S.Ct. It is generally considered the first case of its type. law school study materials, including 801 video lessons and 5,200+ https://supreme.justia.com/cases/federal/us/401/424/case.html. You will be quizzed on key facts regarding Griggs v. The Company failed to make that showing here. 124 Argued: December 14, 1970 Decided: March 8, 1971. To be placed in any department other than labor or to be transferred to any inside department, Duke required passage of two aptitude tests in addition to the high school degree requirement. Griggs v. Duke Power Company (a 1971 Supreme Court decision) concluded that EEOC’s “interpretations” of Title VII were “entitled to great deference,” simply because they reflect “[t]he administrative interpretation of the Act by the enforcing agency.” v. Varsity Brands, Inc. A group of African-American employees sued their employer, Duke Power Company, for a policy that mandated a high school diploma and satisfactory scores on two general aptitude tests in order to advance in the company. Griggs v. Duke Power Co., 401 US 424 (1971) was a case of significant importance for civil rights. 124. You're using an unsupported browser. Griggs v. Duke Power Co Brief . The aptitude tests were not tied to any specific job-related skills. Griggs v. Duke Power Company was a case decided by the U.S. Supreme Court in 1971. Learn more about Quimbee’s unique (and proven) approach to achieving great grades at law school. Document Title: Griggs v.Duke Power Company: Brief for Petitioner. Get Griggs v. Duke Power Co., 401 U.S. 424 (1971), United States Supreme Court, case facts, key issues, and holdings and reasonings online today. The Aftermath of Griggs vs. Duke Power Company Case 1108 Words | 4 Pages. You can try any plan risk-free for 7 days. Unlock this case brief with a free (no-commitment) trial membership of Quimbee. Written and curated by real attorneys at Quimbee. The court's ruling in their favor changed the progress of the Civil Rights movement forever. It held that the Act could reach past discrimination, but that because the high school and aptitude test requirements applied to all races, there was no violation of the Act. It found that because the Act was prospective, no relief could be granted to petitioners. They alleged that the high school and testing requirements violated Title VII of the Civil Rights Act. CASE REVIEW GRIGGS V. DUKE POWER 2 Introduction Griggs v. Duke Power Co., 401 U.S. 424 (1971) was one of the cases considered as landmark ruling by the Supreme Court. 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. Alfred W. Blumrosen, The Legacy of Griggs: Social Progress and Subjective Judgments, 63 CHI.-KENT L. REV. We’re not just a study aid for law students; we’re the study aid for law students. Beginning on July 2, 1965, the date on which the Civil Rights Act went in to effect, Duke added additional requirements. GRIGGS v. DUKE POWER CO.(1971) No. Read more about Quimbee. The plaintiffs petitioned for review by the United States Supreme Court. Griggs v Duke Power Co, 401 US 424 (1971), was a court case argued before the Supreme Court of the United States on December 14, 1970. View Document. This website requires JavaScript. It concerned the legality, under Title VII of the Civil Rights Act of 1964, of high school diplomas and intelligence test scores as prerequisites for employment. v. Duke Power Co. Cancel anytime. Cancel anytime. Examples of Griggs v. Duke Power Company in the following topics: State Initiatives Against Affirmative Action. The plant was organized into five operating de-partments: (1) Labor, (2) Coal Handling, (3) Opera-tions, (4) Maintenance, and (5) Laboratory and Test. Quimbee is a company hell-bent on one thing: helping you get an “A” in every course you take in law school, so you can graduate at the top of your class and get a high-paying law job. If not, you may need to refresh the page. ). The operation could not be completed. The court of appeals rejected the claim that because, in practice, the tests excluded a substantially disproportionate number of black employees, it violated Title VII.
Case Summary of Griggs v. Duke Power Co.: A group of African-American employees sued their employer, Duke Power Company, for a policy that mandated a high school diploma and satisfactory scores on two general aptitude tests in order to advance in the company. The District Court held that the Company’s overt racial discrimination ceased when the Civil Rights Act became effective. No contracts or commitments. Griggs v. Duke Power Co. Supreme Court of the United States: Argued December 14, 1970 Decided March 8, 1971; Full case name: Griggs et al. In this case, the high school requirement and the general aptitude tests did not have a demonstrated relationship to on-the-job success at the Company. Subsequent history: 420 F.2d 1225, reversed in part. Author: n/a Publication Year: 1970 Publication: Supreme Court Insight ProQuest Product: Supreme Court Insight Source Institution: Government Printing Office, Washington, D.C. Decided March 8, 1971. 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