This article examines the legal status of the Uniform Guidelines on Employee Selection Procedures from the perspectives of judicial opinions and race-norming provisions of the Civil Rights Act of 1991. Specifically, the analysis provides a discussion of important U.S. Supreme Court’s decisions with special emphasis on their relevance for disparate impact theory. Because the 1991 Civil Rights Act has altered the selection procedures somewhat, the article offers implications of these changes for personnel managers or specialists and recommends modification of the Uniform Guidelines.