Griggs v. Duke Power Company Research Paper Example | Topics and Well Written Essays - 1000 words

Griggs v. Duke Power Company - Research Paper Example This is because neither possessing a high school education nor passing the tests was a necessity for successful performance on the jobs in question. In the suit, they argued that the practices were illegal since a higher proportion of the African Americans did not have high school educations. On its part, the company put forward the argument that the requirements were based on its judgment and that they would generally improve the general quality of the workforce, and that the company had no discriminatory intent in instituting these requirements. Further, the company argued that its lack of discriminatory intent was demonstrated by its efforts to assist uneducated employees by financing two thirds of the tuition cost for high school education, (Rue & Byars, 2008). The ruling meant that the Duke Power Company could not use the two tests as the criteria for transferring incumbent employees from an outside job to an inside job. Based on the Title VII of the Civil Rights Act of 1964, businesses, including the Duke Power Company, should adhere to the several key provisions stipulated by Section 703. These provisions outline unlawful employment practices for businesses and companies. It is an unlawful practice for any employer to refuse or fail to hire or discharge any person, or otherwise to discriminate against any person with respect to his terms, privileges, compensation, or terms of employment, based on the person’s color, sex, race, religion, or national origin. It is also unlawful to segregate, limit, or classify employees or applicants for employment in any manner that would tend to deprive or deprive any person of employment opportunities, or affect his position as an employee adversely, due to the person’s color, sex, religi on, race, or national origin, (Rue & Byars, 2008).According to Rue & Byars (2008), it is also unlawful for an employment agency to refuse or fail to refer for employment, or otherwise discriminate against any person based on his or her color or race, or to refer or classify for employment any person based on his color, race, sex, or religion.