Smith Sept. 6‚ 2004 MGMT 331-904 The Griggs v. Duke Power Company was a landmark case regarding discrimination in the workplace. Duke Power Company was known for discriminating against blacks during the hiring process by only allowing them to work in it’s labor department which was the lowest paying position. After the Civil Rights Act was passed‚ obviously the company was no longer allowed to discriminate legally based on race. However‚ the company became sneaky and required a high school diploma
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based on race‚ color‚ sex‚ national origin‚ religion‚ disability or age. In the Supreme Court case‚ Griggs v. Duke Power Company (Duke)‚ it was decided that Duke used a selection process which had a disparate impact on the employment opportunities of members of a race‚ color‚ religion‚ sex‚ or national origin group. Disparate impact is sometimes confusing and tricky. In the case of the Albemarle Paper Company (Albemarle) v. Moody‚ proved just how tricky disparate impact is. Albemarle administered tests
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religion‚ color‚ sex or national origin (Dessler‚ 2016). This is the first law that needs to be considered when looking at hiring an employee. After this‚ employers need to make sure they are following the guidelines and example of the Griggs v. Duke Power Company case (Dessler‚ 2016). This law is to ensure that when in the hiring process‚ the requirements of the candidates applying
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Griggs v. Duke Power FACTS: The case originated in a lawsuit filed by Willie Griggs and twelve other African-American employees of Duke Power’s Dan River hydroelectric plant in Draper‚ North Carolina. Before the passage of the Civil Rights Act‚ Duke Power discriminated against African-Americans in hiring and promotion‚ restricting them to the company’s Labor department. In 1955‚ Duke Power instituted a high school diploma requirement for initial hiring in any department except Labor. (The other
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Duke Power Co. African American employees challenged Duke Power’s policies requiring a high school diploma or passing of intelligence tests as a condition of employment in or transfer to jobs at the plant. These requirements went into effect right after the passage of Title VII.
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Association‚ 2011). Relating back to previous studies I
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Employment Laws Chart Complete the chart below using information from the weekly readings and additional research if necessary. | | |Court Case Influential to | | | | |Description and Requirement of Law |Establishment of Law |Importance of Law |Workplace Application
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Duke Energy New Project Background and Analysis As we are all keenly aware‚ the answer to efficient‚ clean‚ profitable power is comparable to searching for the Holy Grail. Strong headwinds face any power utilities efforts to build more carbon based power plants. Nuclear power‚ while clean in a sense‚ faces community shouts of “Not in my backyard.” Duke Energy‚ and several other players in the power industry‚ has embraced the idea of more efficient delivery of its current power production
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Duke and the American Tobacco Company 1. What were the most significant strategic steps of a Company? There are several significant strategic steps of the American Tobacco Company. These steps consist of the company’s mission‚ external and internal environmental analysis‚ goal and strategy formulation‚ implementation‚ Continuous feedback and overall control of all the processes. The case study of James Buchanan Duke identifies each and every process and implemented them with a lot of hard work
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Michael Pisani Sports Law Spring 2012 Mercer v. Duke University Facts- Duke University allowed a female to try out for a male football team. In doing so Heather Sue Mercer should have had equal opportunity in making the squad. Duke University operates a Division I college football team. During the period relevant to this appeal (1994-98)‚ appellate Fred Goldsmith was head coach of the Duke football team and appellant Heather Sue Mercer was a student at the school. Legal Issues- Mercer claims
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