Nondiscrimination. During the past three decades, the courts have clearly indicated that employers should conduct thorough job analyses for all jobs in the organization and use the results of those job analyses as the basis for a variety of personnel decisions. For example, in Rowe V. General Motors (1972), The court ruled that to prevent discriminatory practices in promotion decisions, a company should have written objective standards for promotion. In United States v. City of Chicago (1978), the court stated that employers should have objective standards for promotion and that these standards should describe the job to which the person is being considered for promotion. Objective standards for promotion can be determined using job analysis. By conducting job analyses and documenting job requirements, employers can reduce the role of stereotypes and uninformed opinions about the skills needed to perform a job.