Rock the PHR Exam 2025 – Unleash Your HR Superpowers!

The Smith v. Jackson, Mississippi case was significant because it confirmed that age discrimination could be proven using the disparate impact theory. This legal precedent allowed individuals to demonstrate that an employment practice that may seem neutral disproportionately affects older workers, even if there was no intent to discriminate based on age.

By establishing that age discrimination claims could rely on statistical evidence showing a negative impact on older employees, the ruling reinforced protections under the Age Discrimination in Employment Act (ADEA). This broadened the understanding of how age discrimination could manifest in workplace practices, which is essential for protecting the rights of older employees and providing them with avenues for legal recourse should they face discrimination.

The other options reflect different legal precedents or concepts, but they do not capture the direct relevance and impact of the Smith v. Jackson case in the context of age discrimination law.