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Yes, the ruling in Griggs v. Duke Power Company (1971) is still followed and remains a critical precedent in employment discrimination law. The Supreme Court established that employment practices must be job-related and not discriminatory in effect, even if there is no intent to discriminate. This decision underpins the legal framework for evaluating disparate impact claims under Title VII of the Civil Rights Act. It continues to influence court decisions and workplace policies regarding hiring and promotion practices.

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2w ago

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Who was the player involved in the griggs v duke power co?

The player involved in Griggs v. Duke Power Co. was Willie Griggs, an African American employee who challenged the company’s employment practices. The case, decided by the U.S. Supreme Court in 1971, addressed discriminatory hiring practices and the legality of using intelligence tests and educational requirements that disproportionately affected minority applicants. Griggs' case ultimately led to significant changes in employment discrimination laws, reinforcing the principle of disparate impact.


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