HRCI Exam SPHR Topic 6 Question 97 Discussion

Actual exam question for HRCI's SPHR exam

Question #: 97
Topic #: 6

[All SPHR Questions]

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?

AGriggs versus Duke Power, 1971

BMcDonnell Douglas Corp. versus Green, 1973

CAlbemarle Paper versus Moody, 1975

DWashington versus Davis, 1976

Show Suggested Answer

Suggested Answer: A

The doctrine of contributory negligence was used to mitigate the employer's responsibility if the worker's actions contributed in any way to the injury.

Chapter: Risk Management

Objective: Risk Management

by Chana at Jan 10, 2025, 04:14 PM

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Arlie

I think the Griggs v. Duke Power case is the right answer here. It's a classic example of how employers need to ensure their hiring practices are fair and non-discriminatory, even if they have unintended consequences.

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Jettie

15 days ago

The Griggs v. Duke Power case in 1971 is the correct answer. It established that even if a test has an adverse impact on a protected class, it can still be lawful if it's shown to be valid and job-related. This was a landmark decision in employment discrimination law.

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Tammara

16 days ago

I remember studying this case, it's definitely A) Griggs versus Duke Power, 1971. It's important for HR professionals to understand the implications of such legal cases on their practices.

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Tracey

21 days ago

I agree with Felicidad, because in that case the Supreme Court ruled that as long as the test is valid and job related, it can still be lawful even if it has adverse impact on a protected class.

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Felicidad

25 days ago

I think the answer is A) Griggs versus Duke Power, 1971.

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