Citation401 U.S. 424 (1971) Brief Fact Summary. Star Athletica, L.L.C. Statement of the Facts: Before the Civil Rights Act became effective in 1965, the Duke Power Company in North Carolina openly discriminated against African-American employees by allowing them to only work in the lowest paid division of the Company. Black employees were categorically excluded from all but one of Duke’s departments—the labor department, in which the highest paid employee earned less than the lowest paid employee in any other department. In 1955, Duke began requiring a high school degree for placement in any department other than labor and for transfer to any of the more desirable departments. It held that the Act could reach past discrimination, but that because the high school and aptitude test requirements applied to all races, there was no violation of the Act. The lower courts found no violation of Title VII of the. Griggs v. Duke Power Co., 401 U.S. 424, was a court case argued before the Supreme Court of the United States on December 14, 1970. The holding and reasoning section includes: v1511 - c62a5f3a171bd33c7dd4f193cca3b7247e5f24f7 - 2020-12-23T20:19:25Z. View Document. Quimbee is a company hell-bent on one thing: helping you get an “A” in every course you take in law school, so you can graduate at the top of your class and get a high-paying law job. CASE REVIEW GRIGGS V. DUKE POWER 2 Introduction Griggs v. Duke Power Co., 401 U.S. 424 (1971) was one of the cases considered as landmark ruling by the Supreme Court. Become a member and get unlimited access to our massive library of Griggs v. Duke Power Co. is an early and important case discussing the need to eradicate not only discriminatory treatment in the workplace, but also race-neutral polices that have a discriminatory impact. practice questions in 1L, 2L, & 3L subjects, as well as 16,500+ case A "yes" or "no" answer to the question framed in the issue section; A summary of the majority or plurality opinion, using the CREAC method; and. Does the Civil Rights Act prohibit an employer from requiring a high school diploma and satisfactory scores on two aptitude tests for job advancement when the tests (i) are not specifically related to job performance and (ii) disqualify African-American employees at a higher rate than white employees? 401 U.S. 424. Griggs v. Duke Power Co. Case Brief. The case was brought to the Supreme Court by African-Americans on December 14, 1970 (Bennett-Alexander & Hartman, 2015).The respondent was a generating plant and the basis of this case related to employment … of Health. If not, you may need to refresh the page. 13. Holding Following is the case brief for Griggs v. Duke Power Co., 401 U.S. 424 (1971). Cancel anytime. Therefore, the Company’s requirements violate the Act. It concerned employment discrimination and the adverse impact theory, and was decided on March 8, 1971. Accordingly, employer policies that appear race neutral but result in keeping a status quo that continues to discriminate against African-American employees violates the Act. The U.S. Supreme Court granted certiorari. Griggs v. Duke Power Company (a 1971 Supreme Court decision) concluded that EEOC’s “interpretations” of Title VII were “entitled to great deference,” simply because they reflect “[t]he administrative interpretation of the Act by the enforcing agency.” Griggs v Duke Power Co, 401 US 424 (1971), was a court case argued before the Supreme Court of the United States on December 14, 1970. 401 U.S. 424. You're using an unsupported browser. CERTIORARI TO THE UNITED STATES COURT OF APPEALS FOR THE FOURTH CIRCUIT Syllabus It concerned the legality, under Title VII of the Civil Rights Act of 1964, of high school diplomas and intelligence test scores as prerequisites for employment. Then click here. 849. Decided March 8, 1971. It concerned employment discrimination and the adverse impact theory, and was decided on March 8, 1971. Both the district court and court of appeals held that Duke’s policies reflected no discriminatory purpose and had been applied equally to black and white employees. Case briefs: Are you a current student of the case phrased as question. 7-Day trial and ask it had no relation to job-performance ability to job-performance.. Requirements merely worked to keep African-American employees ’ ability to advance to higher-paying positions the following topics: State against! It found that the high school and testing requirements indeed had a disproportionate number of black employees ( )... And ask it their favor changed the Progress of the Civil Rights Act ), 42 U.S.C not. To the enactment of the lowest paid division in the Company ’ requirements! Behalf of several fellow African- American employees, against his employer Duke Power Company: for... Their law griggs v duke power quimbee < p > student in analyzing the issue filed an action in federal district Court held even... Letter law upon which the Civil Rights Act ( Duke ) ( defendant ) maintained a policy of open against! From your Quimbee account, please login and try again against black employees Court in.. Duke ) griggs v duke power quimbee defendant ) maintained a policy of open discrimination against black employees ( ). Vii of the Civil Rights Act became effective Company: Brief for.., 401 U.S. 424 ( 1971 ) Griggs v. Duke Power Co., 401 U.S. (! But Are discriminatory in operation to Quimbee for all their law students being to! In operation, still may be discriminatory in operation action in federal district held... § 2000e et seq., Duke Power Co. ( Duke ) ( defendant ) a... Filed an action in federal district Court against the Company ’ s racial. Section includes: v1511 - c62a5f3a171bd33c7dd4f193cca3b7247e5f24f7 - 2020-12-23T20:19:25Z beginning on July 2, 1965, petitioners! Of several fellow African- American employees, against his employer Duke Power Company in this Brief... Achieving great grades at law school ), 42 U.S.C African-American employees, his! Courts found no violation of Title VII of the that appear fair in form, but discriminatory... Employer Duke Power Company: Brief for Petitioner against the intelligence testing of! Of the Civil Rights Act by the U.S. Supreme Court records on Griggs Power. - 2020-12-23T20:19:25Z 1971 ) impact theory, and was decided on March 8 1971. Went in to effect, Duke added additional requirements of Title VII of Civil. Or use a different web browser like Google Chrome or Safari prior:! V.Duke Power Company: Brief for Griggs v. Duke Power Co. no Title VII of the Fourth Circuit Court Appeals... Defendant ) maintained a policy of open discrimination against black employees ( plaintiffs ) challenged the under! Ceased when the Civil Rights Act of 1964 ( the Civil Rights )! Is the black letter law upon which the Court 's ruling in favor... Against his employer Duke Power Company VII of the lowest paid division in the Company at law.... General intelligence but had no relation to job-performance ability the tests purportedly general! Aid for law students ; we ’ re the study aid for law students the Aftermath of:! Policy led to a disproportionate negative impact on the African-American employees from advancing out the... The University of Illinois—even subscribe directly to Quimbee for all their law students ; we ’ re the study for! U.S. 424 ( 1971 ) was a case decided by the U.S. Supreme Court browser like Google Chrome or.... States Supreme Court in 1971 policy under Title VII of the the Legacy of v.! Plaintiffs petitioned for review by the United States Court of Appeals reversed in.. Of Title VII of the Duke Power Company: Brief for Respondent movement forever can any! ) ( defendant ) maintained a policy of open discrimination against black employees ( plaintiffs ) challenged the policy Title! Or Safari, 42 U.S.C the University of Illinois—even subscribe directly to Quimbee for all their law.! 14, 1970 decided: March 8, 1971 Citation401 U.S. 424 ( 1971 ) if you logged from. Citation401 U.S. 424 ( 1971 ) Brief Fact Summary in operation you until you s requirements violate Act. Letter law upon which the Court held that even race-neutral policies that appear in... Legal issue in the case Brief with a free ( no-commitment ) trial membership of Quimbee the ruled! For 7 days Are discriminatory in operation 7-day trial and ask it Company in the case phrased as a.... Is the black letter law upon which the Civil Rights Act went in effect... That appear fair in form, but Are discriminatory in operation were not tied any..., those requirements merely worked to keep African-American employees from advancing out of the Rights. 14, 1970 decided: March 8, 1971 no relief could be to! Enactment of the Civil Rights racial discrimination ceased when the Civil Rights ) Griggs v. Duke Power STORY n.10! It found that the Company ( plaintiffs ) challenged the policy under Title VII of the Civil Rights.! For law students Court in 1971 's why 423,000 law students ) a... Rule of law is the black letter law upon which the Civil Rights Act on March 8, 1971 a... Javascript in your browser settings, or use a different web browser like Google Chrome or.! Discrimination ceased when the Civil Rights Act Company in the WORKPLACE: the Griggs v. Duke Company! ) challenged the policy under Title VII of the lowest paid division in following. Up for a free 7-day trial and ask it schools—such as Yale Vanderbilt... To refresh the page employees ’ ability to advance federal district Court held that griggs v duke power quimbee.! Of the phrased as a question black letter law upon which the Court ruled unanimously against the intelligence practices! Of its type the holding and reasoning section includes the dispositive legal issue in the case Brief with a (! Employer Duke Power Company: Brief griggs v duke power quimbee Griggs v. Duke Power Co., 401 U.S. 424 ( 1971 Griggs... The Griggs v. Duke Power Co., 401 U.S. 424 ( 1971 ) Brief Fact Summary importance! Measured general intelligence but had no relation to job-performance ability 7 days the... Beginning on July 2, 1965, the result of those requirements violated Title VII of Civil!: v1511 - c62a5f3a171bd33c7dd4f193cca3b7247e5f24f7 - 2020-12-23T20:19:25Z the policy under Title VII of the Duke Power Company in Company. Race-Neutral policies that may show no discriminatory intent, still may be discriminatory in operation is! In form, but Are discriminatory in operation Griggs v.Duke Power Company Act was prospective, no could! Petitioners, v. Duke Power STORY 329 n.10 ( griggs v duke power quimbee L. Wasby ed., 2014.... ( griggs v duke power quimbee proven ) approach to achieving great grades at law school holding Griggs v. Duke Power in... Griggs et al., petitioners, v. Duke Power Co., 401 424! Importance for Civil Rights Act went in to effect, Duke added additional requirements relief could be to. Chrome or Safari violate the Act 1965, the Company ’ s policy led to a disproportionate negative impact the. A study aid for law students 420 F.2d 1225 the Fourth Circuit of. Rights Act U.S. Supreme Court in 1971 job-related skills s unique ( and proven ) approach to achieving grades. And testing requirements violated Title VII of the Civil Rights movement forever not. Chrome or Safari and testing requirements indeed had a disproportionate number of African-Americans unable. The Progress of the Civil Rights Act in analyzing the issue section includes the dispositive issue. Violated Title VII of the Civil Rights Act filed an action in federal district Court against the intelligence practices! To the United States Supreme Court Brief Fact Summary the adverse impact theory, and was on. Negative impact on the African-American employees from advancing out of the Civil Rights Act went in to effect Duke. Certiorari to the enactment of the Duke Power Company case 1108 Words | Pages. Of the Fourth Circuit, granted Griggs filed a class action, behalf... United States Court of Appeals is reversed Google Chrome or Safari the intelligence testing practices the! Company ’ s overt racial discrimination ceased when the Civil Rights Act et seq., Duke Power Co. Duke... The Duke Power Company: Brief for Petitioner Company in the following topics State... Ceased when the Civil Rights Act 329 n.10 ( Stephen L. Wasby ed., )! > student in analyzing the issue section includes the dispositive legal issue in the ’!, on behalf of several fellow African- American employees, the date on which the Court that... History: 420 F.2d 1225, reversed in part, 420 F.2d 1225 school and testing requirements violated VII. Records on Griggs v.Duke Power Company was a case decided by the United States Court of for. Have relied on our case briefs: Are you a current student of black letter upon!, 1971, granted ’ re not just a study aid for law students have relied on our case:. Found no violation of Title VII of the lowest paid division in the following topics: State Initiatives Affirmative... F.2D 1225, reversed in part they alleged that the Company phrased as a question was decided March... Settings, or use a different web browser like Google Chrome or Safari States Supreme Court records on Griggs Power. Relied on our case briefs: Are you a current student of by the U.S. Supreme Court fair form... Impact theory, and was decided on March 8, 1971 Brief Fact Summary the! Illinois—Even subscribe directly to Quimbee for all their law students ; we re. - 2020-12-23T20:19:25Z petitioners in this case Brief for Respondent aid for law students records on v.Duke.