Opinion ID: 540135
Heading Depth: 2
Heading Rank: 2

Heading: Admissibility of Written Reprimands

Text: 23 Determinations regarding admissibility of evidence are not disturbed on appeal absent a clear showing of abuse of discretion. Baylor v. Jefferson County Bd. of Educ., 733 F.2d 1527, 1533 (11th Cir.1984). The disputed documents were five handwritten, unsigned pages, listing 15 reprimands, contained in Felton's personnel file. The file also contained 12 other reprimands, all of which were signed, some by Felton himself. The EEOC objected to the handwritten documents on the grounds of hearsay and lack of authentication. The district court determined that the reprimands sufficiently complied with the business records hearsay exception to be admitted. The court also found that there was enough credible evidence to warrant admission. 24 Under Fed.R.Evid. 803(6), business records are admissible if (1) they were made at or near the time the recorded events occurred; (2) they were made by, or from information transmitted by, a person with knowledge of the recorded events; (3) it was the regular business practice of the organization to keep such records; (4) the record was kept in the course of a regularly conducted business activity; and (5) all of the above is shown by the testimony of the evidence custodian or other qualified witness. It is not essential that the witness be certain of who recorded the item; the witness simply must show that the record is authentic and that it was made and preserved in the regular course of business. United States v. Jones, 554 F.2d 251, 252 (5th Cir.), cert. denied, 434 U.S. 866, 98 S.Ct. 202, 54 L.Ed.2d 142 (1977). At trial, Raymond testified that Alton kept the reprimands in the regular course of business and that they were made at the time the events occurred. He also testified that as records custodian, he supervised the records. We need not reach the question as to whether the district court erred in admitting the reprimand documents because the EEOC is not challenging the propriety of reliance upon reprimands. Rather, it is arguing that absent the five handwritten pages, there would have been insufficient evidence to prove Felton was not qualified. The EEOC is mistaken. There were other reprimands in the file which were admissible, and which indicated unexcused absences, tardiness, and bad work habits. Because authenticated, admissible documents support the district court's conclusion that Felton was not qualified, admission of the handwritten documents constitutes harmless error.