Albemarle Vs Moody Case Summary

I choose to discuss the Albemarle v. Moody case. This case was brought against Albemarle Paper Company by current and past African American employees. The main issues discussed in this the case was the companies seniority system and the employment ability tests utilized by the company (Albemarle Paper Co. v. Moody, 1975).
According to Warren (1976), the majority of the testimony focused on a validation study completed by the organizations consulting psychologist right before the initial hearing. Validation studies determine whether employment selection tests correlate with relevant elements of work behaviors and tasks that the employees are being evaluated for (Moody v. Albemarle Paper Co., 1974). The Albemarle Paper Company argued that this

More specifically the Supreme Court stated that the company failed to do a job analysis for the validation, and the performance criterion utilized was questionable (Warren, 1976). These practices caused African American employees to be discriminated against and caused an adverse impact by keeping them fixed in the lower paying positions (Albemarle Paper Co. v. Moody, 1975). I agree with the courts decision because adverse impact occurred because the company failed to appropriately defend its procedures and consider alternative selection methods. As a result, an imbalance in employment decisions and a differing treatment against nonwhites occured. Therefore, they are legally responsible for systematic discrimination against employees.
Additionally, based on the court’s decision, the company failed to do a job analysis. A job analysis aids in determining the on the job tasks to be performed, and the knowledge, skills, and abilities required for the job (Pulakos, 2005). Furthermore, conducting a job analysis aids organizations in selecting an appropriate personnel selection method to utilize in the hiring process (Pulakos,