The purpose of this research was to examine Court Cases Alleging Employment Discrimination in Public Schools by analyzing 115 law based court cases ranging during 1980-2012, through the most available publication of "West's Educational Law Digest" of 2012. Employment is a means to provide sustainable income to support the individual(s)…

This paper relates the legal requirements regarding employee selection and equal employment opportunity. The 1964 Civil Rights Act, Title VII; the interpretations of Title VII by the Equal Employment Commission; the case of Griggs v. Duke Power Co. (1971); and pertinent questions for employers, following the Griggs case, are examined. (Author)

This paper is about a court case decided by the U. S. Supreme Court in 1971. Although attorneys recognize that the case is important to businesses, its impact on colleges and universities has been explored by only a few. As this paper will show, "Griggs v. Duke Power" may have enormously boosted the number of students in college and may…

Testing practices have come under considerable scrutiny and criticism in recent years. Testing practices in the Federal government have certainly not been immune from this movement as the use of standardized written tests for selection purposes has been increasingly under attack. The most recent attacks have focused on implications or findings of…

Five issues (employer motivation, criteria selection, content and construct validity, differential validity, burden of proof) are discussed because questions are raised about them or because they are pivotal issues in court cases which were decided in the five years since Griggs v. Duke Power (test bias). (TA)

Considers implications of hiring quotas and examines whether the courts may properly order preferential employment plans where the beneficiaries have not shown particularized injury from discrimination and where individuals disadvantaged by the plans are not represented in court. (Author)

Considers the courts' and enforcing agencies' interpretations of the requirements that Title VII imposes on employers and then analyzes the implications for performance appraisal systems. Among the implications are that appraisal systems should be as formal, standard, objective, and job-related as possible. (Author/IRT)

This paper examines the use of statistical evidence, specifically regression analysis, in employment discrimination cases on college and university cases. Sections of the paper provide the following: (1) a description of regression analysis focusing on the specific features that make it appropriate for use in discrimination lawsuits; (2) a review…

Examines several decisions of district and appeals courts and the Supreme Courts, both State and Federal, under title VII of the Civil Rights Act of 1964 and their implications for personnel and training management. In a reversal of the appeals court decision, the Supreme Court ruled in the case of Washington vs. Davis that the…

The "Griggs vs. Duke Power" decision of the Supreme Court specifies that job relatedness is the only lawful reason for using tests for the purpose of selection when their use results in the disproportionate exclusion of minority group members. One of the main implications of the "Griggs" decision for the test producer and user…

Understanding prospective employees' rights (under the 1964 Civil Rights Act and other federal legislation prohibiting discriminatory practices) can help principals protect themselves, their schools, and their districts from litigation. Scenarios are described, along with permissible staff-selection steps: position analysis, recruitment,…

An examination was made of the evidentiary problems that exist in using a disparate impact theory to challenge the subjective criteria many organizations use to hire, promote, or dismiss upper-level professional and managerial employees. Although subjective criteria occur at all levels of employment, they are especially prevalent when dealing with…

School systems must comply with numerous federal and state requirements in filling positions. This article sets forth those requirements in four areas: (1) advertising positions; (2) interviewing candidates; (3) selecting a candidate; and (4) verifying a candidate's legal status. (MLF)

The use of tests in personnel decisions has become an increasing legal liability for employers. The major questions raised by the courts concerning this use of tests are described. Current federal guidelines for performance appraisal systems, as established by the Equal Employment Opportunity Commission, are explained and traced to Title VII of…