Case Study: Griggs V. Duke Power Co.

260 Words2 Pages

In terms or conditions of employment, disparate treatment occurs when an employee is intentionally treated differently by the employer due to race, color, religion, gender or national origin. Likewise, disparate impact is the discriminatory effect of apparently neutral employment criteria or selection devices. Further, disparate impact does not require intention to discriminate on the part of the employer. This type of impact disproportionately disqualifies employees based on race, color, sex, religion or national origin.

The issue that surrounds the Griggs v. Duke Power Co is whether or not there’s a violation of Title VII. Griggs alleged that the high school diploma requirement and the aptitude test requirements violated the Act of Title

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