“Me-Too” Evidence in Gender Discrimination Cases
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“Me-Too” Evidence in Gender Discrimination Cases

“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”...