EEOC v. Freeman

by
Freeman, a provider of integrated services for expositions, conventions, and corporate events, performed credit and criminal background check policies on job applicants, which excluded applicants whose histories revealed certain prohibited criteria. The EEOC alleged that these background checks had an unlawful disparate impact on black and male job applicants. The district court granted summary judgment to Freeman after excluding the EEOC's expert testimony as unreliable under Federal Rule of Evidence 702. Thus, the EEOC failed to establish a prima facie case of discrimination. The court affirmed the district court's judgment, where the district court did not abuse its discretion in excluding the expert testimony as unreliable based on the sheer number of mistakes and omissions in the expert's analysis. The court declined to consider whether the district court erred in limiting the time period in which the EEOC could seek relief, as any error in this regard was inconsequential in light of the expert's pervasive errors and utterly unreliable analysis. The court declined to reach any other issues in the district court's opinion. View "EEOC v. Freeman" on Justia Law