Griggs v. Duke Power Company
401 US 424 (1971)
Facts:
1. Willie Griggs filed a class action on behalf of several fellow African American
employees.
2. Griggs challenged Duke’s transfer policy requiring employees who want to transfer to
higher paying department to register a minimum score on 2 separate aptitude tests, as
well as having a high school education.
3. Griggs claimed this policy discriminated against African American employees and
violated Title VII of the 1964 Civil Rights Act.
4. The district court dismissed the case claiming that they found no discriminatory practices.
5. The Supreme Court granted certiorari (an order which a higher court reviews a decision
of a lower court).
Issue(s):
1. Does Duke’s transfer policy requiring minimum scores on 2 separate aptitude tests and
having a high school education violate Title VII of the 1964 Civil Rights Act?
Holding:
The Court decided in favor of Griggs.
Rule and Reason:
The reasoning of the court in deciding this case was based on Title VII. It was determined that
Duke Power Company’s standardized testing requirement prevented African-American
employees from being hired and advancing into higher paying and higher up positions within the
company. Neither the high school diploma nor the tests were directed or intended to measure an
employee’s ability to learn or perform a particular job within the company in other words these
requirements had nothing to do with the applicants’ ability to perform the job. The court
concluded that the subtle purpose of these requirements was to safeguard Duke’s long-standing
policy of giving jog preference to white employees.