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Griggs v Duke Power -- BUSN 18
Transcript of Griggs v Duke Power -- BUSN 18
Duke Power Company, in North Carolina , ran a power plant by the name of Dan River
Employed both blacks and whites
Highest paying job for blacks was lowest paying job for whites
Title VII of 1964 Civil Rights Act
Lots of discrimination against blacks
Most blacks were illiterate
No real room to advance for better jobs
Shifted the burden of proof from the employee to the employer
Influenced reverse discrimination
Began working for Duke Power Co. in 1940 and was an active NAACP member.
Wanted to move into another position in a different department and become a coal handler.
Joined 12 other black employees to file suit with the NAACP legal defense fund.
Civil Rights Act
Purpose of the civil rights act was not a means to give everyone a job
Racial segregation and open discrimination had ceased
They examined the civil rights act under the scope of the discriminatory intent
The youngest person at the time involved in the lawsuit who had the most to gain from the results, and chosen as lead plaintiff.
The case was argued before the U.S. Supreme Court on December 14, 1970
Supreme Court issued their ruling on March 8, 1971
The Supreme Court overturned the rulings of the lower courts in favor of Griggs
Do you think the tests the employer used had a racist intent? Why do you think the social climate of the time was like? How would you compare it to now?
What did the court rule?
A. Reversed the lower court ruling. Testing is encouraged by Title seven, but the tests have to correlate to job performance.
B. Affirmed the lower court ruling. Testing is allowed as a means of evaluating employees under any circumstances.
Who emerged as the leader in the Griggs v. Duke power plant case?
A. Willie Griggs
B. Willie Boyd
C. Willie Mayes
D. Willie Duke
What legal organization represented Willy Boyd in his law suit against Duke Power?
Duke’s testing for employees to move up the ladder showed that many blacks were not able to move up the ladder or able to be hired
It was discrimination, illegal and that they only wanted to have white workers
Being a high school graduate and the aptitude tests they needed to take were not proper ways to decide whether or not the employee was good for that certain job or career
Wards Cove Packing Co. v. Atonio
Ricci v. DeStefano
1. Case of discrimination in the workplace
2. Civil Rights Act Title VII was heavily used
3. The tests did not measure the ability of the workers to learn a job or category of jobs
4. Title VII was also not created to guarantee a job to every person regardless of qualifications
5. Applies to the workforce today
U.S. vs. City of Chicago
Udall vs. Tallman
Power Reactor Development Co. vs. Electricians
Gaston County vs. U.S.
Black employees at the time had inadequate access to education.
Duke Power Co. required employees to either have a high school diploma or take two aptitude tests for employment in higher paying departments.
Plaintiffs argued the Civil Rights Act prohibited tests with an exclusionary effect on blacks.
Undisputably, whites scored higher than African Americans on the tests.
Labor department was the lowest paying