Equal Employment Opportunity Commission v. Westinghouse Elec. Corp.

What Happened
The Equal Employment Opportunity Commission (EEOC) sued Westinghouse Electric Corporation over claims that the company's hiring and employment practices systematically discriminated against certain groups of workers. The EEOC argued that Westinghouse's policies had a "disparate impact," meaning they affected some groups of people more negatively than others, even if the company didn't intend to discriminate.

What the Court Decided
The case went through multiple court levels. A federal appeals court (the 8th Circuit) reviewed a lower court's decision and reached a mixed ruling - they agreed with some parts of the lower court's decision but disagreed with others regarding Westinghouse's employment practices.

Why This Matters for Workers
This case demonstrates that federal agencies like the EEOC can challenge company-wide employment practices that may seem neutral on the surface but actually harm certain groups of workers. Even when employers don't intentionally discriminate, their hiring practices, promotion policies, or other workplace rules can still violate employment discrimination laws if they disproportionately impact protected groups. Workers should know that both intentional discrimination and policies with discriminatory effects can be legally challenged.