Payne v. Security Engineers Inc

On October 6, 2023, LaTonya Payne filed a civil rights employment discrimination lawsuit against Security Engineers Inc in the U.S. District Court for the Northern District of Alabama (Case No. 2:23-CV-01348). The case was assigned to Magistrate Judge Nicholas A Danella. Payne also named company officials Daniel Tillman and Sade Reed as defendants. The complaint alleged that Security Engineers engaged in discriminatory hiring practices. On October 13, 2023, the court denied Payne's motions for appointment of counsel and for leave to proceed in forma pauperis, ordering her to pay the filing fee by November 3, 2023. Payne subsequently paid the $402 filing fee on November 1, 2023. The case remained pending as of December 2023.

As of December 2023, the case status was pending. However, in a related EEOC enforcement action against the same company, Security Engineers Inc agreed to pay $1.6 million to settle sex discrimination claims in 2025. The consent decree requires the company to cease all forms of sex-based discrimination in hiring and assignments.

The central dispute revolves around whether Security Engineers Inc engaged in systemic sex discrimination in its hiring and job assignment practices, specifically whether the company systematically denied women, including qualified military veterans, security officer positions and assignments based on gender. The case also involves procedural disputes regarding Payne's requests for appointed counsel and fee waiver.

The case highlights ongoing concerns about systemic sex discrimination in the security industry and the challenges women face in obtaining security positions. The related $1.6 million settlement demonstrates the EEOC's commitment to combating gender discrimination in hiring. The case also illustrates the procedural hurdles individual plaintiffs face in employment discrimination litigation, including difficulties obtaining appointed counsel and fee waivers. Legal commentators have noted that the case underscores employer obligations to address discrimination and harassment adequately.