Professional in Human Resources (PHR) — Question 8

As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What legal case found that a test that has an adverse impact on a protected class is still lawful as long as the test can be shown to be valid and job related?

Answer options

• A. Washington versus Davis, 1976
• B. Griggs versus Duke Power, 1971
• C. McDonnell Douglas Corp. versus Green, 1973
• D. Albemarle Paper versus Moody, 1975

Correct answer: A

Explanation

The correct answer is A, Washington versus Davis, 1976, which established that a test with an adverse impact can still be lawful if it is job-related and valid. On the other hand, Griggs versus Duke Power, 1971, focused on the necessity for employment tests to be non-discriminatory and related to job performance, while McDonnell Douglas Corp. versus Green, 1973, dealt with the burden of proof in discrimination cases. Albemarle Paper versus Moody, 1975, addressed the validity of employment tests, but did not set the same legal precedent regarding adverse impact as Washington versus Davis.