1. Griggs v.

Duke power company

The U.S. Supreme Court reached an agreement in the Griggs v. Duke Power Company case. In
terms of racial discrimination, it was the Supreme Court that established the precedent for
disparate impact lawsuits. The concept of disparate impact describes the situation in which a
specific group of people is negatively impacted by employment criteria. The U.S. Supreme Court
upheld that a person's eliagibility for promotion and employment should only be determined by
their capacity to do the job.
This case demonstrated that discrimination might be shown both on the basis of disparate
impact and an obviously discriminatory goal. Thus, employers were unable to mask their
discriminatory intentions through purportedly neutral assessments that favored some groups
without specifically targeting them to assess their suitability for the position.
2. Albemarle paper company v. Moody
In the Albemarle v. Moody Case, the paper company's system, which was used by the
employer, was fundamentally discriminatory. It created a precedent for negative effects.
Adverse impact is the practice of policies that seem neutral but have a bad effect on a particular
group. Employment and promotion practices, particularly with regard to backpay, impacted
African American employees in the Albemarle v. Moody Case.
The objectives of the Equal Employment Opportunity Act should be taken into account when
making this decision. Backpay should be awarded in this instance because it would be in the
best interest of the Act and could guarantee the use of equal employment practices. It is
insufficient to refuse to pay back wages just because you can prove the employer didn't act in
bad faith.