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Griggs v. Duke Power Company Employment discrimination and the disparate impact theory and was decided on March 8, 1971. Tests are to be "reasonably related" to the job for which the test is required.
McDonnell Douglas Corp v. Green 1973, plaintiff to establish prima facie case of discrimination by being a racial minority; defendant to produce evidence of a legitimate non-discriminatory reason for its actions; plaintiff must then present facts to show an inference of discrimination.
Washington v. Davis 1975 - 2 blacks file against Dist Of Columbia Police, alledging personal tests were discriminatory. Court reasoned that the D.C. Police Department's procedures did not have discriminatory intent & were racially neutral measures of qualification.
Meritor Savings Bank v. Vinson 1985- Vinson sued, charging sexual harassment for 4 yrs of hostile working environment. Court recognized plaintiffs could establish violations "by proving that discrimination based on sex has created a hostile work environment."
Harris v. Forklift Sys. - Oral Argument Harris filed suit, claiming the sexual harassment created an "abusive work environment". Employer countered the harassment had not been enough to impair her ability to work. Court should focus on whether the conduct was hostile or abusive
Faragher v. City of Boca Raton 1997 - Faragher sued the City of Boca Raton & her supervisors, supervisors had created a sexually hostile atmosphere. Court said" the City could not be found to have exercised reasonable care to prevent the supervisors' harassing conduct."
Created by: jpayn11
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