Dunlap v. Tennessee Valley Authority

Dunlap v. Tennessee Valley Authority (HRM 510)

                            In this case David Dunlap, who was a black man applied for a job with Tennessee Valley Authority as a boilermaker. He was referred for the interview by the boilermaker union as a person who was highly qualified and had adequate experience to handle the job. The interview was conducted by a selected committee at the location of the facility. The questions consisted of both technical and nontechnical, and in the end each applicant would receive their results. The committee had made a resolution that seventy percent of the score would be the interview and thirty would be the experience of the candidate. After Dunlap’s interview process, he had the feeling that the entire process was unfair to black people. This paper will discuss the legal issues of the case and the decision that to award disparate treatment claim and also reject the adverse impact claim. Lastly this paper will recommend ways that TVA can improve their interview process.

                           The legal issue in this case involves David Dunlap. He feels that the entire process at Tennessee Valley Authority is discriminating and goes against Title VII of the Civil Rights Act of 1964. He feels that he underwent some kind of discrimination under disparate treatment by the subjective interview. He also feels that the interview was biased towards white applicants. The committee rated each candidate during the process.... ORDER THIS ESSAY 

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