Griggs V. Duke Power Co

Griggs v. Duke Power Co.:

This company claimed that the reason for a requirement of a high school diploma and or to pass a standardized general intelligence test as a condition of employment or transfer and employee to a position higher than the general labor. They also claimed that this was for all employees regardless of race. I believe that since the test had nothing to do with the actual job labor there was a disadvantage for employees of all races, not just African Americans. I believe that all individuals are subject to their own knowledge. Although, this was taking place in 1971 so times would have been more targeted towards African Americans. Regardless of a specific race I believe that this violates Title VII.

I believe that a company can demonstrate employment screenings serve a legitimate business purpose by only making questions knowledgeable to the type of labor they would provide to be successful in the job. Questions should also be targeted towards the position they are applying for and the equipment used for the job.

Fragante v. Honolulu:

I believe that a company can discipline, terminate, or refuse to hire an employee when the employee is not able to communicate appropriately in order to be successful in the job he/she is a applying for. Especially for this company, the job required the employee to speak to 330 “English” speaking customers over telephone. I have experienced talking to English speaking employees over the phone with thick accidents. Often it’s hard for me to understand what they are saying; it’s frustrating and can escalate the situation to more anger.