Griggs v. Duke Power and McDonnell Douglas v. Green were two landmark cases in Title VII of the civil rights act. The cases led to a legal standard and framework which are still followed today in discrimination court cases. It is important for human resource departments to take steps in order to eliminate or greatly reduce discrimination in one’s company.

Griggs v. Duke Power Company was an employment discrimination case that dealt with the legitimacy of high school diplomas and entrance intelligence test scores as requirements for employment. The court ruled unanimously opposing these requirements for employment at Duke Power Company. The result of the case led to employers being able to use intelligence tests only if they demonstrate a reasonable measure of …show more content…
Percy Green was another case that dealt with Title VII. Green was laid off by McDonnell Douglas Corporation during a downsizing at the company. After he was laid off he protested that release was due to discrimination. He and others stalled their cars to block the roads that led to his former employer.

After the protests McDonnell Douglas announced a vacant mechanic position. Green was qualified and applied although was not hired due to his participation in blocking traffic. Green then took his case to court for violating Title VII rights.

This case established the direction and structure that employment discrimination cases must adhere to the following:

1. The plaintiff (employee) must first establish a prima facie case of discrimination which he can satisfy by showing that he belongs to a racial minority; he applied and was qualified for a job the employer was trying to fill; though qualified, he was rejected; and thereafter the employer continued to seek applicants with complainant's qualifications.
2. The defendant (employer) must produce evidence of a legitimate non-discriminatory reason for its actions. If this occurs, then the presumption of discrimination