Defendants may be entitled to review proprietary software code used in the prosecution’s expert probabilistic DNA analysis, according to a New Jersey appeals court in New Jersey v. Pickett.

In 2017, defendant Corey Pickett and an accomplice were arrested and charged with first degree murder after they allegedly fired weapons into a crowd, wounding one victim and killing another.  In the course of the arrest, the police discovered a revolver and a ski mask.  Finding the samples inappropriate for traditional DNA analysis, swabs from the revolver and ski mask were sent to Cybergenetics Corp.’s Laboratory to use its TrueAllele software to run probabilistic genotyping analysis on the samples.  The TrueAllele software determined that Pickett was the source of the DNA on the revolver and ski mask.

Because TrueAllele has not yet been found to be a reliable or admissible scientific method in New Jersey, the court held a Frye hearing to determine the reliability and admissibility of the prosecution’s expert analysis based on the TrueAllele analysis, where experts from both sides were heard.  At this stage, Pickett raised concerns that the code had not been independently reviewed and could likely contain bugs or flaws, and requested TrueAllele’s software code in order to cross examine the expert and independently assess the software.  Cybergenetics Corp. opposed this request on the ground that the source code is a trade secret and should not be disclosed. The trial court denied Pickett’s request.

The appeals court reversed, citing constitutional concerns: “Without access to the source code—the raw materials of the software programming—a defendant’s right to present a complete defense may be substantially compromised.”   The Court relied on substantial amici briefing, including from the New Jersey Attorney General, Legal Aid Society, and the Innocence Project.  Ultimately, the court ordered that the issue be remanded to the trial court to compel production of the source code, subject to an appropriate protective order.

New Jersey is not the only court to have recently addressed whether a defendant may be entitled to review proprietary probabilistic DNA analysis software.  In New York and Illinois, courts held that the code must be provided, and upon review by the defendant, significant flaws were found in the code.  So significant were the flaws, that in New York, the state stopped relying on that software altogether.

Ultimately, the effect of the Court’s decision may not be widely felt.  The Court stressed its decision was limited to reliability concerns raised at a Frye hearing, and that even if a defendant could show the method might not be reliable, they would still have the burden of showing a particularized need for the disclosure.  However, the decision makes clear that a third party may be required to provide access to its key trade secrets where those trade secrets may be relevant to the basis for expert analysis in litigation – at least where “[a]n accused individual’s liberty is at stake [because] DNA evidence is powerful and compelling.”

As technology advances, courts are clearly trying to adapt and keep up.  And at least this New Jersey court sees the role that the adversarial system can play in verifying the reliability of emerging scientific methods and technologies.  A role that may sometimes include disclosure of proprietary information.

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Photo of Rachel Lesser Rachel Lesser

Rachel Lesser is an associate in the Antitrust & Competition and Labor & Employment groups in Crowell & Moring’s Washington, D.C. office.

During law school, Rachel served as a legal intern for the Honorable Rosemary M. Collyer on the U.S. District Court for…

Rachel Lesser is an associate in the Antitrust & Competition and Labor & Employment groups in Crowell & Moring’s Washington, D.C. office.

During law school, Rachel served as a legal intern for the Honorable Rosemary M. Collyer on the U.S. District Court for the District of Columbia. She was the managing editor for The Georgetown Journal on Poverty Law & Policy. Upon graduating, Rachel received the Dean’s Certificate for special and outstanding service to the Georgetown Law community.

Photo of Thomas P. Gies Thomas P. Gies

Thomas P. Gies is a founding member of Crowell & Moring’s Labor & Employment Group. Tom has more than 35 years of experience in litigating employment disputes. Tom’s litigation experience includes five jury trials, two U.S. Supreme Court arguments, 18 federal appellate court…

Thomas P. Gies is a founding member of Crowell & Moring’s Labor & Employment Group. Tom has more than 35 years of experience in litigating employment disputes. Tom’s litigation experience includes five jury trials, two U.S. Supreme Court arguments, 18 federal appellate court arguments, and more than a hundred trial court and arbitration matters involving a wide range of labor and employment law issues, including traditional labor law, whistleblower retaliation, EEO claims and wage & hour class and collective actions. Tom also maintains an active compliance counseling practice, involving the full range of employment law issues facing U.S. employers. Tom’s traditional labor counseling practice has focused on helping companies develop and implement strategies in situations involving operational restructurings, facility closures, subcontracting of bargaining unit work, and work stoppages.

Photo of Christine B. Hawes Christine B. Hawes

Christine B. Hawes is a counsel in Crowell & Moring’s Labor & Employment Group. Christine’s practice focuses on litigation of individual and class actions arising in all areas of labor and employment law, including:

  • Wage-and-hour laws, including the Fair Labor Standards Act, the

Christine B. Hawes is a counsel in Crowell & Moring’s Labor & Employment Group. Christine’s practice focuses on litigation of individual and class actions arising in all areas of labor and employment law, including:

  • Wage-and-hour laws, including the Fair Labor Standards Act, the Service Contract Act, and state and local laws
  • Title VII and state anti-discrimination laws
  • Americans with Disabilities Act
  • Family and Medical Leave Act and related state statutes
  • Federal and state whistleblower statutes, including the False Claims Act
  • Alleged wrongful termination
  • Non-competition agreements and other employee contracts
  • Misappropriation of trade secrets claims

Christine also provides counseling to clients on a wide variety of employment issues, including personnel policies, non-competition/non-solicitation agreements, employee discipline, contract disputes, and alleged retaliation under the False Claims Act, Title VII, the FLSA, and state whistleblower statutes. Christine frequently advises clients on and conducts internal investigations that frequently address employment, ethics, and compliance issues.  Additionally, Christine assists clients with affirmative action compliance, preparing affirmative action plans, analyzing compensation practices, and providing counseling in connection with Office of Federal Contract Compliance Programs audits.