Opinion ID: 347588
Heading Depth: 3
Heading Rank: 2

Heading: Testing Requirements

Text: 158 Since 1953 applicants for apprentice training have been required to achieve a passing score on the Bennett Mechanical Test. The district court found that the Bennett test did not have an adverse impact on blacks because beginning in 1969 or 1970 the company did not require black employees to attain the same scores on the test as whites. See 394 F.Supp. at 483. That finding is clearly erroneous. Edward Glenn, the Stockham manager in charge of administering and grading that test in 1969 and 1970, testified without qualification that the examinations completed by black and white employees were graded the same way and the results were treated equally. He denied that a dual scoring system had been employed. That no blacks were admitted to the apprenticeship program before 1971 raises a prima facie case of discrimination. Watkins v. Scott Paper Co., 530 F.2d at 1185-86. The defendant Stockham failed to present evidence of the job-relatedness of the test. Therefore, the use of the Bennett test for selection of apprentices was unlawful. 159 The Wonderlic Personnel Test was used for screening employees seeking admission to the apprenticeship program from August 1965 until March 1971. Stockham required a score of 18 on that test. In subsection III.B. of this opinion we discussed the lawfulness of the Wonderlic testing program and concluded that the plaintiffs made a prima facie case of the adverse impact of the test on blacks seeking jobs, including apprentice training, for which higher scores were required. As we stated, because the defendant offered no evidence of job-relatedness, we have concluded that the plaintiffs are entitled to equitable relief from the effects of the Wonderlic testing program.