In Albemarle Paper Co. v Moody, the Supreme Court reaffirmed the idea that any test used in the selection process or in promotion decisions must be validated if its use has had an adverse impact on women and minorities.

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In 1975, the Supreme Court, in Albemarle Paper Company v Moody, reaffirmed the idea that any test used in the selection process or in promotion decisions must be validated if it has an adverse impact on women and minorities. The employer has the burden of proof for showing that the test is valid.