Legal Issues in Psychology
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One of the cases that have had an impact on psychological testing is the case of Griggs v Duke Power. This case was brought before the court for determination of discrimination allegations in 1971. This case emanated from a state that was very notorious in slavery and the effected of which had continued to affect that state often manifested by discrimination of Africans Americans (Hogan, 2007).
The case of Griggs v Duke Power as observed by Hogan, (2007) outlined a legal principle that has up to date been used as a tool for psychological testing. In the ruling of the case court noted that all persons in America including the minority groups, persons from different races or gender, must be fairly treated during the process of hiring workers. In addition, job performance should at all times be the key to the requirements set for such a job. In light of the above, the court set legal standards upon which psychological testing would be weighed against. According to Tobler, (2005) the legal standard outlined in the case of Griggs v Duke Power is to the effect that during the hiring process of any company, government, or private entity there should be a relationship between the job requirements and job performance.
Even though discrimination is very much alive in the United States, it is a vice that should be avoided at all costs. This vice is illegal under the constitution of the United States which entitles all citizens of America all the fundamental and inalienable privileges and rights regardless of their race, religion, gender, economic, or political status. To this end the case of Griggs v Duke Power is the locus case in regard to psychological testing.
References
Hogan, T. P. (2007). Psychological testing: a practical introduction. Hoboken, NJ:
John Wiley & Sons.
Tobler, C. (2005). Indirect discrimination: a case study into the development of the legal concept of indirect discrimination under EC law. Antwerpen: Intersentia.
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