University of California v. Bakke with the Supreme Court's 1971 decision in Griggs v. Duke Power Co., which ruled that employers did not have to willfully discriminate against employees to violate Title VII of the Civil Rights Act of 1964. Chief Justice Warren E. Burger wrote that certain standardized tests given by employers could be discriminatory, even if that was not the employer's intent. Another case discussed by Heins is the 1980 Supreme Court decision in Fullilove v. Klutznick, wherein the court ruled constitutional a federal law requiring a percentage of funds for a building project to be used for minority workers. Sexual discrimination The final Supreme Court cases discussed by Heins include the 1987 ruling in City of Richmond v. J.A. Croson Co. and the court's 1988 opinion in Watson v. Fort Worth Bank & Trust. The former was ruled unconstitutional as an affirmative-action structure in a business to support female employees, a decision with which Heins disagreed. Watson v. Fort Worth Bank & Trust followed that decision, finding that subjective employee analysis is subject to bias and requiring an explanation from the employer of how such analysis directly relates to job performance. Heins' verdict After discussing Supreme Court precedent, Heins recounts the jury verdict which decided against her client by ruling that Richardson's firing was not illegal. Heins describes the trial chronologically, including the evidentiary process and testimony by witnesses. The jury's decision is examined; it found that Richardson sincerely believed that her school's administration practiced employment discrimination, and her criticism was made in good faith. However, the jury also determined that the administration did not fire Richardson because of this criticism. Heins critiques the compromise decision, contending that it reflects the bias of individual jurors rather than an interpretation of the law as applied to Richardson's firing by the school's administration. In post-trial interviews, the jurors explained they felt that it was the duty of employees (such as Richardson) respect their superiors and Nesmith was one such superior in his capacity as dean of the school of theology. Reception The Harvard Law Review said, "In this timely book, the author uses her experiences in that trial to examine issues that still vex university faculties and presidents" (including academic qualifications for a position). In the Tennessee Law Review Stephanie A. Levin wrote that Cutting the Mustard provided "a disturbing look at how ... standards are wielded to enforce