“Me-too” evidence – that an employer engaged in similar misconduct with employees other than the plaintiff – is often admitted in gender discrimination cases as circumstantial proof of the employer’s intent or motive in the present case. The recent decision Pinter-Brown v. Regents of University of California (2020) 48 Cal.App.5th 55, reminds us that “me-too” evidence must be closely related to the plaintiff’s theory of the case and issues to be admissible.
