Assignment: EEO

The United States Constitution claims that all citizens have the right to life, liberty, and the pursuit of happiness. Although most Americans agree with this, under past employment policies by both small and large corporations, many recognized minority groups were being heavily discriminated against. Individual’s civil liberties were being violated based on their race, sex, age, disability, etc. Over the last 50 plus years, thousands of court cases, some reaching as far as the Supreme Court, have brought about change for employee’s equal rights. One precedential Supreme Court case in particular, Griggs v Duke Power Company, has created major changes in corporate hiring and promoting policies. Willie Griggs applied for a position as a coal handler with Duke Power. Griggs was denied the position because he did not have a high school diploma or an equivalent, which is a requirement. Griggs argued that the requirement was discriminatory because it did not relate to job success and because the standard had an adverse impact on a protected class. The Supreme Court ruling in favor of Griggs established two important principles affecting equal employment opportunity. The first ruled that employer discrimination need not be overt or intentional to be present, but employment practices can be illegal even when applied equally to all employees. The second principle established that employment practices must be job related. In other words, when employees use education, physical, or intelligence standards, even with good intent, as a basis for hiring or promotion, these requirements must be necessary for job success. Duke Power could not prove that a high school diploma or equivalent was necessary for Griggs to be successful in the position, and therefore lost the case and had to make changes to their hiring and promoting policies. Another equal