Watson V. Fort Worth Bank & Trust Case Study

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Watson v. Fort Worth Bank & Trust 108 S.Ct. 2777 (1988) Relevant Case Facts:

After being rejected four times for promotion to a supervisory position at Fort Worth Bank & Trust, an African-American employee (P, the Plaintiff) at Fort Worth Bank & Trust brought a claim under Title VII of the 1964 Civil Rights Act against the bank (D, the defendant). The basis of P's suit was that in assessing P's qualifications for promotion, D used subjective criteria to determine her performance. These included interviews, rating scales and experiential requirements that had not been subjected to scientific validation procedures. D asserted that interviews and rating scales should not be subjected to the validation procedures required in disparate impact cases. D believed it should not be required to show that the criteria used to determine employee qualifications were strictly are job-related under the law, so long as they had not been...

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The use of subjective and unnecessary qualifications have also included requiring individuals to have extraneous educational qualifications to work in particular occupations to reduce the likelihood of minorities fulfilling particular positions, such as having a high school diploma to perform manual labor, for instance. However, this particular case was not as clear-cut as these instances that civil rights laws attempted to address. The use of interviews, rating scales, and experience requirements were not strictly job related at Fort Worth Bank & Trust, but it was unclear if D's intention was to discriminate, even if the result may have been discriminator…

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Referenced

Corley, Robert N., et al. The Legal and Regulatory Environment of Business. Boston: McGraw-Hill.


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