Professional in Human Resources (PHR) Practice Exam

The landmark ruling in the McDonnell Douglas Corp. v. Green case established criteria for evaluating claims of discriminatory hiring practices. This case set forth the McDonnell Douglas framework, which is a legal standard used in employment discrimination cases, particularly those involving racial discrimination. The ruling provided a three-step process for courts to analyze whether an employer's actions were discriminatory:

1. The plaintiff must establish a prima facie case of discrimination by showing that they belong to a protected class, applied for a job, were qualified for the position, and were rejected despite these qualifications, while the employer continued to seek applicants from other backgrounds.

2. The employer must then offer a legitimate, non-discriminatory reason for the employment decision.

3. Finally, the plaintiff has the opportunity to demonstrate that the employer's reasons were a pretext for discrimination.

This framework remains a cornerstone of employment discrimination law, aiding in the assessment of whether a discriminatory practice has occurred. It highlights the importance of establishing a clear procedure in evaluating claims while ensuring that there is an avenue for employees to challenge potential bias in hiring processes.