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As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?
Suggested Answer: A
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The doctrine of contributory negligence was used to mitigate the employer's responsibility if the worker's actions contributed in any way to the injury.
Chapter: Risk Management
Objective: Risk Management
41 comments · newest first
EA
Earleen
10 months ago
Yup, Griggs set the precedent for job-related testing standards.
BR
Britt
11 months ago
Not sure if I buy that. Seems unfair to me.
TR
Tresa
11 months ago
Wait, so a test can still be valid even if it impacts a protected class? That's surprising!
AR
Arlie
11 months ago
Totally agree, that case changed the game for testing in hiring.
GE
Geoffrey
11 months ago
It's Griggs versus Duke Power, 1971!
MI
Mitsue
12 months ago
I have a vague memory of Washington versus Davis being mentioned in class, but I don't think it was about tests. I lean towards Griggs for this one.
GE
German
12 months ago
I practiced a question similar to this, and I believe Albemarle Paper versus Moody was about testing validity. Could that be the answer?
CA
Cammy
12 months ago
I'm not entirely sure, but I feel like McDonnell Douglas Corp. versus Green might be relevant too. It dealt with discrimination, right?
KE
Kelvin
1 year ago
I think the case we're looking for is Griggs versus Duke Power. I remember it had to do with employment tests and their impact on minorities.
NO
Norah
1 year ago
I'm pretty sure the answer is Griggs v. Duke Power. That landmark case set the standard for when employment tests with adverse impact can still be considered lawful. Feels like a solid choice for this question.
ME
Merlyn
1 year ago
Okay, let me think this through. I believe the key case here is Griggs v. Duke Power. That established the principle of "disparate impact" and said tests with adverse impact can still be legal if they're job-related and valid. Definitely going with A on this one.
TH
Therese
1 year ago
Ugh, I'm drawing a blank on the specific case name for this. I know it has to do with employment tests and adverse impact, but I can't recall the details. Guess I'll have to make an educated guess on this one.
EL
Ellen
1 year ago
Hmm, this is a tricky one. I'm not totally sure, but I think it might be Washington v. Davis? That case dealt with employment tests and adverse impact, if I'm remembering correctly.
ER
Erasmo
1 year ago
I think I know this one - it's Griggs v. Duke Power, right? That case established that even if a test has a disproportionate impact on a protected group, it can still be legal if it's shown to be job-related and valid.
ST
Stephen
1 year ago
Ah, the Griggs v. Duke Power case, of course! I can just imagine the HR professionals back then scratching their heads, like 'wait, so we have to make sure our tests are actually relevant to the job? Crazy!' Good thing they figured that one out.
DY
Dyan
1 year ago
Got it, the Griggs v. Duke Power case is the one we're looking for. I remember learning about that in my HR law class. It's like the classic 'you can't just give everyone the same test and call it fair' kind of situation.
LA
Launa
1 year ago
It's all about ensuring fairness and equality in the hiring process.
TR
Tresa
1 year ago
That's true, as long as the test is valid and job-related, it can still be lawful.
JU
Julian
1 year ago
It's important to remember that just because a test has adverse impact, it doesn't mean it's automatically illegal.
RO
Ronna
1 year ago
Yes, you're right! The Griggs v. Duke Power case set the precedent for that.
ON
Oneida
1 year ago
Hmm, I'm pretty sure the answer is Griggs v. Duke Power. That case really shaped how we think about employment testing and adverse impact. It's a good thing they figured that out, otherwise, we'd have a lot of unhappy job applicants on our hands!
SO
Sol
1 year ago
B) McDonnell Douglas Corp. versus Green, 1973
CO
Colette
1 year ago
That's correct! Griggs v. Duke Power established the concept of disparate impact and the need for employment tests to be job-related.
LA
Lamonica
1 year ago
A) Griggs versus Duke Power, 1971
AR
Arlie
1 year ago
I think the Griggs v. Duke Power case is the right answer here. It's a classic example of how employers need to ensure their hiring practices are fair and non-discriminatory, even if they have unintended consequences.
JU
Jules
1 year ago
B) McDonnell Douglas Corp. versus Green, 1973
ST
Starr
1 year ago
That's correct! The Griggs v. Duke Power case established the concept of disparate impact and the need for job-relatedness in employment tests.
BE
Bettye
1 year ago
A) Griggs versus Duke Power, 1971
JE
Jettie
2 years ago
The Griggs v. Duke Power case in 1971 is the correct answer. It established that even if a test has an adverse impact on a protected class, it can still be lawful if it's shown to be valid and job-related. This was a landmark decision in employment discrimination law.
HU
Huey
1 year ago
Yes, that's the one where they found the test could still be lawful if job-related.
SH
Sherita
1 year ago
A) Griggs versus Duke Power, 1971
FE
Fernanda
1 year ago
No, that case dealt with the burden of proof in discrimination cases.
JO
Joanna
1 year ago
B) McDonnell Douglas Corp. versus Green, 1973
WE
Weldon
1 year ago
That case set an important precedent for employment discrimination law.
BI
Billy
1 year ago
B) McDonnell Douglas Corp. versus Green, 1973
HI
Hildegarde
1 year ago
A) Griggs versus Duke Power, 1971
LU
Lucille
1 year ago
That's correct. The Griggs v. Duke Power case in 1971 established that concept.
RO
Rodrigo
1 year ago
A) Griggs versus Duke Power, 1971
TA
Tammara
2 years ago
I remember studying this case, it's definitely A) Griggs versus Duke Power, 1971. It's important for HR professionals to understand the implications of such legal cases on their practices.
TR
Tracey
2 years ago
I agree with Felicidad, because in that case the Supreme Court ruled that as long as the test is valid and job related, it can still be lawful even if it has adverse impact on a protected class.
FE
Felicidad
2 years ago
I think the answer is A) Griggs versus Duke Power, 1971.