Final answer:
The only legally defensible form of validity for employment decisions in court is job-relatedness, as per Title VII of the Civil Rights Act of 1964 and further enforced by the EEOC.
Step-by-step explanation:
The only form of validity for making employment decisions such as selection or promotion that is legally defensible in court is based on job-relatedness, in compliance with Title VII of the Civil Rights Act of 1964. An employer must demonstrate that any qualifications or requirements for a job are necessary for the performance of job duties and are not discriminatory on the bases of race, color, religion, sex, or national origin. Moreover, the U.S. Supreme Court ruling in Griggs v. Duke Power Co. established that employment criteria that disproportionately impact one race over another must be directly related to job performance to be legally permissible.
Furthermore, the U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws to prevent employment discrimination. It is illegal to base employment decisions on criteria such as age, race, gender, or religion unless they are directly related to job performance. Employment discrimination laws are meant to ensure that all individuals have a fair chance at employment opportunities based on their merits and qualifications.