MEMORANDUM OPINION AND ORDER
ROBERT W. PORTER, District Judge.
This is a Title VII employment discrimination disparate impact case. Under the basis for liability known as the "disparate impact" theory, a facially neutral hiring practice may violate Title VII, without evidence of the employer's subjective intent to discriminate, if the hiring practice produces an adverse statistical disparate impact on a group protected under Title VII. See Wards Cove...
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