|
gptkbp:instanceOf
|
gptkb:United_States_Supreme_Court_case
|
|
gptkbp:arguedDate
|
1970-12-14
|
|
gptkbp:category
|
1971 in United States case law
|
|
gptkbp:citation
|
gptkb:401_U.S._424
subsequent employment discrimination cases
|
|
gptkbp:date
|
1971-03-08
|
|
gptkbp:decidedBy
|
gptkb:Supreme_Court_of_the_United_States
|
|
gptkbp:defendant
|
gptkb:Duke_Power_Company
|
|
gptkbp:effect
|
established disparate impact theory in U.S. employment law
|
|
gptkbp:fullName
|
gptkb:Griggs_et_al._v._Duke_Power_Company
|
|
gptkbp:heldBy
|
Title VII of the Civil Rights Act of 1964 prohibits employment practices that have a disparate impact on protected groups, even if there is no discriminatory intent.
|
|
https://www.w3.org/2000/01/rdf-schema#label
|
Griggs v. Duke Power Co.
|
|
gptkbp:location
|
gptkb:United_States
|
|
gptkbp:majorityOpinionBy
|
Chief Justice Warren E. Burger
|
|
gptkbp:plaintiff
|
gptkb:Willie_Griggs
|
|
gptkbp:predecessor
|
disparate impact doctrine
|
|
gptkbp:principle
|
employment practices must be related to job performance if they disproportionately affect minorities
|
|
gptkbp:relatedTo
|
gptkb:Title_VII_of_the_Civil_Rights_Act_of_1964
|
|
gptkbp:subject
|
employment discrimination
disparate impact
|
|
gptkbp:unanimousDecision
|
true
|
|
gptkbp:bfsParent
|
gptkb:NAACP_Legal_Defense_and_Educational_Fund
gptkb:Civil_Rights_Act_of_1964_Title_VII
gptkb:Title_VII_of_the_Civil_Rights_Act_of_1964
|
|
gptkbp:bfsLayer
|
5
|