An employee was hired as a service technician by a telecommunications company to perform unsupervised in-home installations and repairs. On his application, he indicated that he had never been convicted of a felony or misdemeanor. It was discovered in a criminal background check conducted about three months later that the man had been arrested in 1982 for attempted murder and found not guilty by reason of insanity. He had been commited to a state psychiatric hospital for two and a half years and spent an additional six months in another mental health facility. Although the man’s immediate supervisor recommended that he be retained because he had been performing well, he was terminated. The reason given for the termination was that he had falsified his application. However, comments were also made by various managers that the man had an “emotional dysfunction” that might cause him to engage in this type of behavior on the job, that he might “go off” on a customer, and that due to the time he had spent in a “mental ward,” the company could not risk retaining him. The terminated employee sued. What should the court decide? Why?