Job Analysis: Law/Legal Issues: Court Cases

One of the most important court cases involving job analysis was Griggs v. Duke Power. This case outlines the need for conducting an analysis of the job for which a selection procedure has been developed. In this case, the court emphasized that a selection device should measure the person for the job, not the person in the abstract.

Commenting in this case on Title VII of the the 1964 Civil Rights Act, the court stated:

In Kirkland v. New York State Department of Correctional Services, the Court noted that the State was not able to show the job relatedness of a selction test. The Court noted that there was no adequate job analysis.

In Albermarle Paper Company v. Moody, the U.S. Supreme Court reinforced the concept of job relatedness. In supporting earlier court decisions, the Court emphasized the need for data on all jobs.

In summary, the major influences by Courts on Job Analysis are as follows:

While a job analysis alone does not provide insurance against litigation, it is a key element in designing human performance management and development systems that can stand up to legal challenges.