Reference no: EM131390481

During the years prior to the passage of the Civil Rights Act of 1964, Duke Power openly discriminated against African Americans by allowing them to work only in the labor department of the plant's five departments. The highest paying job in the labor department paid less than the lowest paying jobs in the other four ‘‘operating'' departments in which only whites were employed.

In 1955, the company began requiring a high school education for initial assignment to any department except labor. However, when Duke Power stopped restricting African Americans to the labor department in 1965, it made completion of high school a prerequisite to transfer from labor to any other department. White employees hired before the high school education requirement was adopted continued to perform satisfactorily and to achieve promotions in the ‘‘operating'' departments.

In 1965, the company also began requiring new employees in the departments other than labor to register satisfactory scores on two professionally prepared aptitude tests, in addition to having a high school education.

In September 1965, Duke Power began to permit employees to qualify for transfer to another department from labor by passing either of the two tests, neither of which was directed or intended to measure the ability to learn to perform a particular job or category of jobs.

Griggs brought suit against Duke Power, claiming that the high school education and testing requirements were discriminatory and therefore prohibited by the Civil Rights Act of 1964. Is Griggs correct? Why?