Relevant Cases
HR professionals need to be familiar with key precedent-setting cases relating to EEO, workforce planning, and employment. The following summaries (presented in chronological order) describe the significance of some of those landmark cases.
Griggs v. Duke Power (1971)
Key issue: Adverse impact
Significance: Discrimination need not be deliberate or observable in order to be real. Rather, it can exist if a particular policy or practice has a statistically significant adverse impact upon members of a protected class. This is true even when the same requirement applies to all employees or applicants, as was the situation in this case. When a particular requirement does have an impact upon members of a protected class, the burden of ...
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