Judicial mandates for affirmative action

Judicial mandates for affirmative action

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A landmark Supreme Court ruling in 1971 established that unintentional discrimination is just as unlawful as blatant bias, that good intent is no defense for discrimination. That case, Griggs v. Duke Power Co., announced to all employers covered by Title VII that, regardless of intent, any employment practice which has the effect of discriminating against persons on the basis of race, sex, religion or national origin is unlawful, unless the employer shows it to be job-related and an accurate indicator of what it seeks to measure. The Griggs case is the subject of three articles in Judicial Mandates. Many of the other cases discussed in these pages apply the principles of Griggs. These cases were selected, after extensive study by the National Program Center for Public Personnel Management (NPC), because they appear to represent the trend of court interpretations of how Title VII affects public employment systems.National Program Center for Public Personnel Management, Barry S. Bader, National Civil Service League ... Service Commission, which administers the exam, had never conducted an empirical validation study, comparing the scores of the entire range of test-takers (those who ... Plaintiff: Hersey Johnson, an unsuccessful black applicant for a job with the Louisiana State Employment Service (SES).


Title:Judicial mandates for affirmative action
Author: National Program Center for Public Personnel Management, Barry S. Bader, National Civil Service League
Publisher: - 1973
ISBN-13:

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