In Tuffa v. Flight Services & Systems Inc., No. 15-1163 (10th Cir. Apr. 5, 2016), plaintiffs brought an action against defendant employer under Title VII, alleging disparate treatment based on race or national origin. At trial, the district court applied Fed. R. Evid. 403 to exclude from evidence a letter from the EEOC, which found reasonable cause to believe that defendant had violated Title VII. After the jury returned a verdict in favor of defendant, plaintiffs appealed, arguing, among other things, that the EEOC letter had been improperly excluded. The Tenth Circuit affirmed. The court first held that the abuse-of-discretion standard applied to this evidentiary ruling, rejecting plaintiffs’ argument that the admissibility of agency findings of discrimination should be subject to a heightened standard of review. The court then held that the district court did not abuse its discretion when it determined that the EEOC letter posed too great a risk of unfair prejudice and juror confusion because (1) the jury may have been “overly influenced” by the EEOC letter, and (2) the EEOC applied a different standard than the standard of proof to be applied by the jury.