This case ruled that employment practice is job related, and it may be allowed as a requirement, even though it has discriminatory overtones:

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Griggs v. Duke Power Co. established the principle that if an employment practice, such as a test, is job-related and considered a business necessity, it may be permissible even if it has a discriminatory impact on a protected class, as long as it is not intended to discriminate. This case emphasized the importance of employment practices being fair and valid measures of job performance.

This Case Ruled That Employment Practice Is Job Related, and It