As a HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. This adverse impact lawsuit determined that discrimination need not be del

In Griggs v. Duke Power, the Supreme Court ruled that Duke Power's use of high school diploma requirements and general intelligence tests unlawfully excluded Black employees who had been confined to the lowest-paid Labor Department. The Court established that discrimination need not be deliberate or observable - if a neutral employment practice has an adverse impact on a protected class and is not justified by business necessity, it violates Title VII.

Albemarle Paper v. Moody (1975) addressed the validation requirements for pre-employment tests and back pay remedies, not the foundational definition of disparate impact.

Washington v. Davis (1976) was a constitutional case that actually required proof of discriminatory intent for equal protection claims, moving in the opposite direction from Griggs.

McDonnell Douglas Corp. v. Green (1973) established the burden-shifting framework for individual disparate treatment claims, not the broader doctrine of adverse impact discrimination.