EEOC v. Dial Corporation

**EEOC v. Dial Corporation: Court Rules Against Discriminatory Hiring Test** The Equal Employment Opportunity Commission sued Dial Corporation over a physical fitness test called the "Work Tolerance Screen" that the company used when hiring workers. The EEOC argued this test unfairly blocked women from getting jobs because it was much harder for women to pass than men, even though the test wasn't necessary for the actual work being done. The court agreed with the EEOC and found that Dial Corporation had discriminated against women through this hiring practice. The company's fitness test created a "disparate impact" - meaning it disproportionately hurt one group (women) compared to another (men). The court ordered Dial to pay $30,003 in damages, including compensation, back pay, and health benefits to the women who were affected by this unfair hiring practice. **What this means for workers:** Employers cannot use hiring tests or requirements that unfairly screen out women, minorities, or other protected groups unless those tests are truly necessary for the job. If a company's hiring practices have a disproportionate negative impact on certain groups, they must prove those practices are essential for work performance. Workers who face such discrimination can file complaints and potentially receive compensation.