By John Gales Sauls, Apr. 1995
[Special Agent Sauls is a legal instructor at the FBI Academy.]
A law enforcement manager is reviewing a requirement that all of the
department's police officers be U.S. citizens, as well as high school
Another manager is deciding whether to adopt a written promotional exam. A
third is evaluating a physical fitness test that is part of the
department's hiring process for officers. Because the standards under
review may place certain segments of the public at a disadvantage, each
manager should be concerned about the legal consequences of using the
This article discusses the legal defensibility of employment standards
that, although neutral on their face, have an unequal impact on candidates
depending on race, color, sex, national origin, or religion. It also offers
strategies for assessing the usefulness of such standards.
The Griggs Decision
In 1971, a unanimous Supreme Court issued its opinion in the case of Griggs
v. Duke Power Co.,1 holding that for purposes of hiring and assignment to
laborer positions, an employer's use of a high school diploma requirement
and two standardized written tests, each of which disqualified a higher
percentage of blacks than whites, violated Title VII of the Civil Rights
Act of 1964.2 The Court stated that it was the intent of Congress to
prohibit "...artificial, arbitrary, and unnecessary barriers to employment
when the barriers operate invidiously to discriminate on the basis of
racial or other impermissible classification."3 Announcing "business
necessity" as the legal yardstick for assessing the legality of such
standards, the Court held that if an employment practice that operated to
exclude blacks could not be shown to be related to job performance, the
practice was prohibited. Other than later stating that "any given
requirement must have a manifest relationship to the employment in
question,"4 the Court did not provide additional guidance regarding the
meaning of the phrase "business necessity."
In the 24 years since the Griggs decision, employers and courts have
attempted to define business necessity and use it to evaluate a wide range
of employment practices. Although the body of law that resulted is complex
and difficult for law enforcement managers to apply, certain factors have
emerged as keys to assessing the legality of employment practices that
create disparity.5 The factors include:
1) The degree of disparity created by use of the standard
2) The demonstrated factual relationship between achieving the employment
standard and successful performance of the job in question
3) Whether achievement of the employment standard is determined by a
"neutral" entity external to the employer
4) Whether the employment standard focuses on innate, unalterable
characteristics of candidates
5) Whether the job in question has a direct impact on public safety, and
6) The availability of effective alternative standards that create a lesser
Law enforcement managers have a wide range of employment standards from
which to choose. Their departments will benefit if managers choose
standards that, in addition to being effective, are on the "good" side of
as many of the factors discussed as possible.
For example, because policing involves both decisionmaking and effective
interpersonal communication, frequently with persons of differing cultures,
mental development and emotional maturity are essential qualities in police
officers. In selecting a standard to identify candidates who possess these
qualities, a manager might weigh the creation of written tests on one hand
versus the use of structured educational requirements on the other. If the
effectiveness of the two standards and the disparity created by their use
are equal, the factors would favor using the educational requirements
because educational achievement is determined by "neutral" entities
external to the police department.
DEGREE OF DISPARITY
Existence of Prima Facie Case
A person claiming that an employment standard has a disparate impact based
on race, color, sex, national origin, or religion must demonstrate
factually a disparity of legal consequence before the law will require an
employer to demonstrate business necessity.6 A person who has established
such a disparity is said to have established a prima facie case of
In evaluating whether an employment standard has a disparate impact, a
mathematical comparison must be made of a particular group's success rate
in regard to the standard versus the success rate of other groups. Where
the standard creates no disparity, no demonstration of business necessity
For example, in Drake v. City of Fort Collins,7 an unsuccessful police
officer candidate challenged the legality of the department's requirement
of 2 years of college credits, alleging that the standard had a disparate
impact on blacks.
Assessment of the department's statistics revealed that the standard
eliminated only 12.5 percent of black candidates, compared to the
elimination of 16 percent of non-black candidates. The court held that no
assessment of the business necessity of the educational requirement was
required in the absence of a showing of statistical disadvantage.
If some statistical disparity is detected, a determination as to whether
the disparity is legally significant is required. Because some degree of
disparity probably is inherent in almost any standard, the "rule of four-
fifths" has become a rule of thumb for measuring the legal significance of
detected disparities. This rule provides that when the success rate of a
group is less than 80 percent of that of the most successful group, then
the less successful group is disadvantaged to a legally significant
Quantum of Business Necessity Proof Required
The existence of a legally significant disparity creates the employer's
burden of establishing the business necessity of the stand-ard.9 However,
the importance of the numerical result continues, because as a general
rule, the greater the disparity, the more extreme the judicial scrutiny to
which the employer's business necessity proof is subjected. One court
stated, "As a general principle, the greater the test's adverse impact, the
higher the correlation [between test perform-ance and job performance]
which will be required."10 Extremely high statistical disparities require
RELATIONSHIP BETWEEN EMPLOYMENT STANDARD AND SUCCESSFUL JOB PERFORMANCE
Direct and Obvious Relationship
An employer using a selection standard with a legally significant disparate
impact usually can demonstrate successfully the business necessity of the
standard when it has a direct and obvious relationship to successful
performance of the job in question. For example, judges quickly grasp the
relationship between a sound lower back and the performance of heavy manual
labor12 or between a requirement of either 2 years of truckdriving
experience or completion of truck-driving school for persons who drive
large trucks as part of their job.13 Particularly instructive are two
recent cases involving employers' requiring employees to be clean-shaven.
In each, black employees alleged that the requirement had a disparate
impact because of pseudofolliculitis barbae, a bacterial disorder that
causes men's faces to become infected if they shave and that
disproportionately afflicts black men.
In the first case, firefighters were required to be clean-shaven because
facial hair interfered with the use of positive-pressure, self-contained
breathing apparatuses by preventing the face mask from successfully sealing
against the face. The potential consequence of an imperfect seal includes
the inhalation of noxious fumes produced by fires, resulting in
disorientation, unconsciousness, and death. The court ruled the requirement
was required by business necessity.14
In the second case, a pizza sales and delivery company required its
employees to be clean-shaven based on its "common sense" determination that
"the better our people look, the better our sales will be" and the results
of a public opinion survey indicating that up to 20 percent of customers
would "have a negative reaction" to a delivery person wearing a beard.15
Noting that the "existence of a beard on the face of a delivery man does
not affect in any manner [the employer's] ability to make or deliver pizzas
to their customers," the court held the requirement was not a product of
business necessity.16 An important lesson from the contrasting results in
these cases is that courts do not approve employment standards in the
abstract, but only in relation to the requirements of a particular job.
A fire department using a different type of breathing apparatus not
requiring a facial seal probably would be unsuccessful defending a similar
"no beard" policy. As will be noted later, other key factors also were
involved in the fire department's success. In regard to the adverse ruling
against the pizza delivery firm, the relationship between a clean-shaven
personal appearance and sales was not as obvious and direct as the
relationship between firefighting and the successful use of breathing
Law enforcement and fire departments attempting to enforce physical fitness
requirements similarly have been able to prove business necessity when
using a test to evaluate physical performance that closely replicates
physical tasks actually performed on the job.
For example, in Zamlen v. City of Cleveland,17 one event challenged was a
preemployment test for firefighter candidates requiring that "...while
wearing a custom-tailored self-contained breathing apparatus, candidates
must drag two lengths of standard 2 1/2" hose 180 feet (90 feet one way,
drop coupling, run to the other end of the hose, pick up and return 90
feet, drop coupling in designated area), run 75 feet to pumper, remove a
one-person ladder (approximately 35 lbs.) from the side of the pumper,
carry the ladder into the fire tower, place it against the back rail of the
first landing and continue up the inside stairwell to the fifth floor where
a monitor observes the candidate's arrival. Then candidates return to the
first landing, retrieve the ladder and place it on the pumper."18 Despite
the fact that Cleve-land's firefighter test eliminated, for practical
purposes, every female candidate, it was held to be lawful based on its
direct and obvious relationship to successful firefighting.
Abstract measures of fitness, such as push-ups, which do not obviously
replicate on-the-job tasks, are generally found by courts not to be a
product of business necessity.19 Unfortunately for law enforcement
managers, the physical tasks of a police officer are not as obvious as
those of a firefighter and neither are they as broadly related to
successful job performance. Nonetheless, creative approaches to replicating
the physical demands of policing have been discovered.20 Scientific Proof
of the Relationship (Validation) An employer's using a selection standard
that measures candidate ability in the abstract, such as a written aptitude
test, will be required, if the standard produces a legally significant
disparate impact, to present specialized scientific proof of business
necessity due to the standard's less direct or obvious relationship to
successful job performance.21 The process by which this is done is known as
The U.S. Supreme Court has described the requirement by stating,
"...discriminatory tests are impermissible unless shown, by professionally
accepted methods, to be 'predictive of or significantly correlated with
important elements of work behavior which comprise or are relevant to the
job or jobs for which candidates are being evaluated.' "23
Validation studies should be performed in accord with the Equal Employment
Opportunity Commission Uniform Guidelines on Employee Selection
Procedures.24 Such studies generally require the per-formance of a job-task
analysis to identify and quantify important job behaviors, a professional
assessment to determine what knowledge, skills, and abilities (KSAs) are
required to perform successfully the important job behaviors, a selection
of appropriate measurement devices to determine the degree to which
candidates possess the requisite KSAs, and a statistical study to establish
the relationship between scores on the proposed selection instruments and
successful job per-formance.
Because most employers do not have a staff of industrial/organizational
psychologists and statisticians, compliance with the Uniform Guidelines
usually requires the assistance of a consulting firm specializing in
employment testing to devise and evaluate testing instruments and give
expert testimony in court regarding the results of their work.
The formal validation process is complicated and usually expensive. In most
instances, it comes with no guarantee of success. Consequently, it is to
the advantage of law enforcement managers to consider carefully available
alternatives to employment stand-ards involving abstract measurement of
candidate abilities, because such standards likely will require formal
IS SUCCESS ON THE STANDARD DETERMINED BY "NEUTRAL" ENTITY?
Primarily due to a judicial concern that employers might use selection
devices to practice covert discrimination, the burden of proving business
necessity varies based on the determination of whether a candidate's
success is made by the employer or by an entity external to the employer.
External determinations are subjected to less extreme scrutiny.
For example, in Aguilera v. Cook County Police and Corrections Merit
Board,25 a law enforcement employer required that corrections officers be
high school graduates. In upholding this requirement as lawful based upon
its business necessity, the court noted, "[t]ests are made and scored by
the employer, hence easily misused; degrees are awarded by schools that are
independent of the employers who use the degrees as job qualifications."26
In Aguilera, the court held that the job of corrections officer was
sufficiently complex and demanding that a high school diploma requirement
was a product of business necessity. In addition to educational
accomplishments, licensing and certification usually are performed by
entities external to an employer. On the disqualifier side of the ledger,
criminal convictions are imposed by courts, not employers.27 Certain types
of licensing and certification have an apparent relationship to policing.
Officers obviously need a driver's license. Because officers are often the
first officials to arrive at scenes where persons require medical
assistance, a department lawfully might prefer to hire persons certified as
emergency medical technicians. Careful scrutiny of policing
responsibilities may identify other useful, job-related standards.
INNATE QUALITIES VERSUS THOSE THAT MAY BE ACQUIRED/ACHIEVED
Judicial scrutiny of standards also varies based on whether a standard is
one that can be achieved by a candidate, contrasted to a standard that
focuses on a candidate's innate, unalterable characteristics. Standards
that may be achieved by most are defended more easily than those that focus
on characteristics that are determined by birth or circumstance. For
example, it is much easier to defend a high school diploma requirement for
a job than a requirement that demands applicants to be at least 6 feet
tall.28 The high school diploma is accessible to vast multitudes if they
put forth the required effort, but 6-foot stature is not a matter of
desire, ability, and effort. A person can have little, if any, impact on
Law enforcement managers should scrutinize standards to identify those that
focus on candidates' innate, unalterable characteristics and use them only
where absolutely necessary. This process requires considerable thought and
perception. For example, it probably was no more obvious to managers of a
fire department that a "no beard" policy focused on an innate
characteristic than that it would have a disparate impact based on race or
color. Nonetheless, the innate character of pseudofolliculitis barbae
resulted in heightened judicial scrutiny of the "no beard" policy for both
the fire department and the pizza delivery company.
STANDARD'S IMPACT ON PUBLIC SAFETY
Courts have recognized that employers who make personnel decisions that
have an impact on public safety need greater latitude in establishing
business necessity. Consequently, courts require less of a showing of
business necessity where public safety hangs in the balance. In this
regard, one court stated:
When a job requires a small amount of skill and training and the
consequences of hiring an unqualified applicant are insignificant, the
courts should examine closely any pre-employment standard or criteria which
discriminated against minorities. In such a case, the employer should have
a heavy burden to demonstrate to the court's satisfaction that his
employment criteria are job-related. On the other hand, when the job
clearly requires a high degree of skill and the economic and human risks
involved in hiring an unqualified applicant are great, the employer bears a
correspondingly lighter burden to show that his employment criteria are
Thus, a law enforcement employer would enjoy greater latitude when hiring
police officers than when hiring clerical employees because police officers
have a more direct role in preserving public safety. In this regard, one
court observed: "Unlike other work positions this court or the Supreme
Court has considered, the position of officer on the Dallas police force
combines aspects of both professionalism and significant public risk and
responsibility. We regard this distinction as crucial...."30
AVAILABILITY OF NON-DISCRIMINATORY ALTERNATIVE MEANS
Employers always should seek out employment standards that will create as
little disparity as possible, while still accomplishing the employer's
legitimate employment needs. Nonetheless, Congress has chosen to place the
burden of proof on the issue of the existence of non-discriminatory
alternative means on the employee.31
Under Title VII of the Civil Rights Act of 1964, an employer is required
to demonstrate the business necessity of employment standards that have a
legally significant disparate impact based on race, color, national origin,
sex, and/or religion. Consequently, each employment standard must be
scrutinized to determine whether it has a potential disparate impact, and
if so, whether the standard is a product of business necessity.
As has been noted, business necessity is not a single, fixed stand-ard.
Instead, it is a judicial determination based on numerous factors. The
severity of judicial scrutiny may vary from mild, for a procedure or
standard that has a minor disparate impact and the satisfaction of which is
under control of an entity external to the employer, to severe, where the
procedure or standard has an extreme disparate impact and relates to innate
characteristics of candidates.
In selecting standards, managers should seek effective ones with the least
disparate impact and that are defended most easily based on the factors
Returning to the issues addressed in the opening of this article, the
first manager recognizes that his department's requirement that officers be
U.S. citizens will impact disproportionately based on national origin. A
careful assessment of the relationship between U.S. citizenship and
successful performance as a police officer may reveal that the standard is
not necessary or that it may be replaced with a similarly effective
standard, such as a requirement that a person have lived in the United
States long enough to acquire necessary cultural knowledge and to indicate
a permanent allegiance.
Certain factors favor the defensibility of a citizenship requirement. The
determination of whether one is a citizen is made by an entity external to
the police department and the requirement is one that may be achieved.
Thus, the level of judicial scrutiny the standard will receive if
challenged will be relatively light.
Nonetheless, the relationship between citizenship and success as a police
officer may be hard to establish. Defense of the high school diploma
requirement likely will be successful, because courts have almost taken
judicial notice of the business necessity of this educational requirement
The second manager is considering the adoption of a written promotional
exam. Written tests frequently result in substantial disparate impact on
minority groups. Because the relationship between scores on written tests
and successful performance in par-ticular jobs is rarely direct and
obvious, formal validation of the proposed test almost certainly will be
Judicial scrutiny of this internally created and scored test is likely to
be intense, particularly if its use results in a substantial disparate
impact. This manager needs to make sure that a formal validation study has
been done scientifically to establish a clear relationship between success
on the test and success in the position for which the test is used to
The last manager is evaluating a physical fitness test for officer
candidates. Physical fitness tests frequently have a disparate impact on
This manager will most likely demonstrate the business necessity of a
physical test if it results only in a mild disparity and the events
included closely replicate important physical tasks performed by police
Almost any employment instrument or standard may result in a disparate
impact based upon race, color, national origin, sex, and/or religion. It
is essential that law enforcement managers, with professional assistance
when necessary, scrutinize their departmental standards for potential
disparate impact and review the business necessity support for those
identified as potential causes of disparity.
1 401 U.S. 424 (1971).
2 42, United States Code (U.S.C.), Section 2000e-1 et seq. (1991).
3 401 U.S. at 431.
4 401 U.S. at 432.
5 Some of the lack of clarity regarding business necessity has been a
consequence of controversy regarding the allocation of the burden of proof
on the issue. Congress resolved the issue by amendment of Title VII in the
Civil Rights Act of 1991. 42, U.S.C., Section 2000e-2(k)(1)(A)(i) (1991).
6 42, U.S.C., Section 2000e-2(k)(1)(A)(i) (1991).
7 927 F.2d 1156 (10th Cir. 1991).
8 EEOC "Uniform Guidelines on Employee Selection Procedures," 29, Code of
Federal Regulations (C.F.R.), 1607.4(D) (1988).
9 Under Title VII, once an employee demonstrates that a particular
employment standard has a legally significant disparate impact, the
employer must prove that its use is required by "business necessity." 42,
U.S.C., Section 2000e-2(k)(1)(A)(i) (1991).
10 Clady v. County of Los Angeles, 770 F.2d 1421, 1432 (9th Cir. 1985),
cert. denied, 475 U.S. 1016 (1986).
11 See, e.g., Zamlen v. City of Cleveland, 906 F.2d 209 (6th Cir. 1990),
cert. denied, 111 S.Ct. 1388 (1991). (City's selection system for
firefighters eliminated essentially 100% of female candidates. Due to very
substantial demonstration of job-relatedness of each component of selection
system, it was held to be justified by "business necessity."); Newark
Branch, NAACP v. Harrison, 940 F.2d 792 (3d Cir. 1991) (Harrison, a Newark,
New Jersey, suburb, which had a black population of .2 percent, required
that town employees be residents of the town. As a consequence, the town
had no black employees, despite the fact that the private workforce in the
town was more than 20 percent black. The residency requirement was held not
to be a product of business necessity.)
12 See Smith v. Olin Chemical Corp., 555 F.2d 1283 (5th Cir. 1977).
13 See Chrisner v. Complete Auto Trans., Inc. 645 F.2d 1251 (6th Cir.
1981). See also, New York City Transit Authority v. Beazer, 440 U.S. 568
(1979) (Transit authority's exclusion from workforce of users of illegal
drugs, as well as those on methadone maintenance, supported by business
14 Fitzpatrick v. City of Atlanta, 2 F.3d 1112 (11th Cir. 1993). A similar
direct, obvious relationship between a job requirement and employment
standard was found in Chambers v. Omaha Girls Club, Inc., 834 F.2d 697 (8th
Cir. 1987). In that case the Omaha Girls Club, a private, nonprofit
corporation that offered programs to assist young girls between the ages of
8 and 18 to maximize their life opportunities required that its counselors,
if unmarried, were not to become pregnant. Recognizing the importance of
the counselors as role models for the girls the organization served, the
court held that the rule against out-of-wedlock pregnancies was a product
of "business necessity," despite its unequal impact based upon race and
15 Bradley v. Pizzaco of Nebraska, Inc., 7 F.3d 795 (8th Cir. 1993).
16 7 F.3d at 799.
17 906 F.2d 209 (6th Cir. 1990), cert. denied, 111 S.Ct. 1388 (1991).
18 906 F.2d at 213. Similarly, in Evans v. City of Evanston, 881 F.2d 382
(7th Cir. 1989), cert. denied, 112 S.Ct. 3028 (1992), the Evanston Fire
Department used a physical agility test that consisted of "a group of tasks
which were to be performed consecutively by each applicant without a break,
while wearing a firefighter's uniform.
The tasks were: climbing to the top of a 70-foot ladder; climbing an
extension ladder twice while carrying a hose pack; removing a ladder from a
firetruck, carrying the ladder to a wall, leaning it up against the wall,
and then removing it and returning it to the truck; connecting a hose to a
fire hydrant, turning the hydrant on and off, and disconnecting the hose;
and dragging a section of hose filled with water fifty feet, dragging a
tarpaulin to the top of a hill, carrying the tarp through ten tires, and
again dragging a section of hose filled with water fifty feet." 881 F.2d at
19 See, e.g., Harless v. Duck, 619 F.2d 611 (6th Cir. 1980), cert. denied,
446 U.S. 928 (1980). In this case, the Toledo Police Department used a
physical ability test in its selection of patrol officers. The test had
four parts, of which applicants were required to complete three in order to
pass. The parts were: 15 push-ups; 25 sit-ups; 6-foot standing broad jump;
and a 25-second obstacle course. After finding that the physical ability
test had a disparate impact on women, the court noted that no justification
had been shown for the "types of exercises chosen or the passing marks for
each exercise." 619 F.2d at 616.
20 See Schofield, "Hiring Standards: Ensuring Fitness for Duty," FBI Law
Enforcement Bulletin, November, 1993, pp. 27-32; U.S. v. Wichita Falls,
704 F.Supp. 709 (N.D.Tex. 1988) (obstacle course simulating foot pursuit).
21 A detailed discussion of validation evidence is found in Bernard v. Gulf
Oil Corp., 841 F.2d 547 (5th Cir. 1988) (Bernard IV.); 890 F.2d 735 (5th
Cir. 1989), cert. denied, 110 S.Ct. 3237 (1990) (Bernard V.).
22 A detailed discussion of the various types and methods of validation is
beyond the scope of this article.
23 Albemarle Paper Co. v. Moody, 422 U.S. 405, 431 (1975) (quoting 29,
C.F.R., Section 1607.4(c)). See also, Contreras v. City of Los Angeles,
656 F.2d 1267, 1280 (9th Cir. 1981), cert. denied, 455 U.S. 1021 (1982).
24 29, C.F.R., Section 1607 et seq.
25 760 F.2d 844 (7th Cir. 1985), cert. denied, 106 S.Ct. 237 (1985).
26 760 F.2d at 847.
27 See Schofield, "Hiring Standards: Ensuring Fitness for Duty," FBI Law
Enforcement Bulletin, November, 1993, pp. 27-32.
28 Compare Aguilera v. Cook County Police and Corrections Merit Board, 760
F.2d 844 (7th Cir. 1985), cert. denied, 106 S.Ct. 237 (1985), with Blake v.
Los Angeles, 595 F.2d 1367 (9th Cir. 1979), cert. denied, 100 S.Ct. 1865
29 Spurlock v. United Airlines, 475 F.2d 216, 219 (10th Cir. 1972)
(approving requirement of 500 hours of previous pilot experience, and that
of a college degree for airline pilot trainees). It is this "public safety"
doctrine, coupled with the skilled nature of the police officer job, that
has resulted in the approval of high school diploma requirements for
police, in contrast to the rejection of such a requirement for unskilled
jobs in Griggs v. Duke Power Co., 401 U.S. 424 (1971).
30 Davis v. City of Dallas, 777 F.2d 205, 211 (5th Cir. 1985), cert.
denied, 476 U.S. 1116 (1985) (approving requirement of at least 45 college
credits with at least a C average, no recent marijuana use, and no recent
hazardous driving convictions for consideration in hiring police officers).
31 42, U.S.C., Section 2000e-2(k)(1)(A)(ii) (1991).
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