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An Analysis of the U.S. Supreme Court's Decision in Ricci v. DeStefano: The New Haven Firefighter's Case.

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Title: An Analysis of the U.S. Supreme Court's Decision in Ricci v. DeStefano: The New Haven Firefighter's Case.
Authors: Mitchell, Charles E.1 (AUTHOR) Cmitchell19705@Troy.edu
Source: Public Personnel Management. Mar2013, Vol. 42 Issue 1, p41-54. 14p. 2 Charts.
Subject Terms: *Affirmative action programs, *Civil rights, Anti-discrimination laws, Labor laws, Employee promotions, Legal status of fire fighters, Personnel management, Public sector, Law
Geographic Terms: Connecticut
Abstract: Almost 6 months after winning their U.S. Supreme Court case, a group of New Haven, Connecticut, firefighters celebrated their victory in grand style. The decision in Ricci v. DeStefano proved that the City of New Haven erred when it denied promotions to White firefighters who fared better on promotional examinations than did minority applicants. This article (a) examines the thrust of the Ricci decision, which involved two competing facets of the same equal employment opportunity (EEO) statute; (b) discusses the mistakes inherent in the testing procedures of the City of New Haven, Connecticut; (c) addresses the involvement of Justice Sonya Sotomayor in the decision; and (d) examines the implication of the decision for public-sector employers using testing procedures of the nature found in Ricci v. DeStefano. The author concludes that the decision underscores the need for use of alternative testing procedures and suggests that Ricci v. DeStefano is but a precursor to further litigation designed to render use of disparate-impact analysis unconstitutional. [ABSTRACT FROM AUTHOR]
Copyright of Public Personnel Management is the property of Sage Publications Inc. and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Database: Education Research Complete
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  Data: *<searchLink fieldCode="DE" term="%22Affirmative+action+programs%22">Affirmative action programs</searchLink><br />*<searchLink fieldCode="DE" term="%22Civil+rights%22">Civil rights</searchLink><br /><searchLink fieldCode="DE" term="%22Anti-discrimination+laws%22">Anti-discrimination laws</searchLink><br /><searchLink fieldCode="DE" term="%22Labor+laws%22">Labor laws</searchLink><br /><searchLink fieldCode="DE" term="%22Employee+promotions%22">Employee promotions</searchLink><br /><searchLink fieldCode="DE" term="%22Legal+status+of+fire+fighters%22">Legal status of fire fighters</searchLink><br /><searchLink fieldCode="DE" term="%22Personnel+management%22">Personnel management</searchLink><br /><searchLink fieldCode="DE" term="%22Public+sector%22">Public sector</searchLink><br /><searchLink fieldCode="DE" term="%22Law%22">Law</searchLink>
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  Data: Almost 6 months after winning their U.S. Supreme Court case, a group of New Haven, Connecticut, firefighters celebrated their victory in grand style. The decision in Ricci v. DeStefano proved that the City of New Haven erred when it denied promotions to White firefighters who fared better on promotional examinations than did minority applicants. This article (a) examines the thrust of the Ricci decision, which involved two competing facets of the same equal employment opportunity (EEO) statute; (b) discusses the mistakes inherent in the testing procedures of the City of New Haven, Connecticut; (c) addresses the involvement of Justice Sonya Sotomayor in the decision; and (d) examines the implication of the decision for public-sector employers using testing procedures of the nature found in Ricci v. DeStefano. The author concludes that the decision underscores the need for use of alternative testing procedures and suggests that Ricci v. DeStefano is but a precursor to further litigation designed to render use of disparate-impact analysis unconstitutional. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of Public Personnel Management is the property of Sage Publications Inc. and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
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      – SubjectFull: Civil rights
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      – SubjectFull: Anti-discrimination laws
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      – SubjectFull: Connecticut
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              Text: Mar2013
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