054183P.pdf   11/17/2006  EEOC  v.  Dial Corporation
   U.S. Court of Appeals Case No:  05-4183
                          and No:  05-4311
   U.S. District Court for the Southern District of Iowa - Davenport   
   [PUBLISHED] [Murphy, Author, with Hansen and Riley, Circuit Judges]
   Civil case - Employment Discrimination. Evidence, including
   statistical evidence, was sufficient for a reasonable jury to
   find that defendant had a pattern or practice of intentionally
   discriminating against women in its hiring practices; district
   court did not err in determining that a pre-employment strength
   screening test had a disparate impact on female applicants; nor did
   the court err in concluding that the company failed to prove the test
   was necessary to establish effective and safe job performance;
   district court did not err in awarding back pay to the female
   applicants who were refused employment; district court applied the
   proper rule for calculating back pay and did not err in rejecting
   employer's turnover rate data; court's limited award of health benefit
   premiums was proper; case remanded for further back pay proceedings on
   one applicant.