"Me Too" Evidence in Employment Litigation: Pursuing Admission or Exclusion of Propensity Evidence

A live 90-minute CLE webinar with interactive Q&A


Tuesday, November 17, 2020

1:00pm-2:30pm EST, 10:00am-11:30am PST

Early Registration Discount Deadline, Friday, October 30, 2020

or call 1-800-926-7926

This CLE webinar will guide employment litigators on pursuing or challenging the admission of "me too" evidence in discrimination, retaliation, or harassment cases. Our panel of experienced employment litigators will discuss the factors courts take into account when ruling on the admissibility of "me too" evidence and share their perspectives and approaches to drafting pleadings, conducting discovery, arguing motions, and trying cases in which "me too" evidence is critical to the outcome of the case.

Description

Employees in discrimination, retaliation, and harassment litigation often seek to use "me too" evidence to prove their cases, and employers may wish to keep such evidence out, or use evidence of the plaintiff's prior history against her. All these tactics present tricky evidentiary issues.

The admissibility of "me too" evidence is subject to analysis under Federal Rules of Evidence 401, 403, and 404. The trial court has broad discretion in deciding whether to admit or exclude evidence, taking into account several factors related to the relevance of the evidence, the burden on the opposing party of responding to "me too" allegations, and potential for juror confusion.

Employment counsel intending to introduce "me too" evidence must develop their trial strategy with this intention in mind, from the drafting of the initial or responsive pleading through their closing argument. Counsel seeking to exclude "me too" evidence should strategically use discovery, motions in limine, and trial objections to block its admission.

Listen as our authoritative panel of employment litigators discusses best practices for dealing with "me too" evidence in employment discrimination, retaliation, and harassment lawsuits.

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Outline

  1. Applicability of Federal Rules of Evidence 401, 403, and 404 to "me too" evidence
  2. Factors courts consider in determining the admissibility of "me too" evidence
  3. Strategies for pursuing admissibility of "me too" evidence
  4. Strategies for pursuing exclusion of "me too" evidence

Benefits

The panel will review these and other key issues:

  • What factors do trial courts consider when determining whether to admit or exclude "me too" evidence?
  • What are some considerations and best practices for counsel pursuing the admissibility of "me too" evidence?
  • What are some considerations and best practices for counsel opposing the admissibility of "me too" evidence?

Faculty

Cook, John
John C. Cook

Partner
Cook Craig & Francuzenko

Mr. Cook's practice emphasizes the representation of executives, employees and small businesses in employment law...  |  Read More

McGuigan, Kathryn
Kathryn T. McGuigan

Partner
Morgan, Lewis & Bockius

Ms. McGuigan provides advice and counsel and litigation defense to companies in all aspects of employment law. She...  |  Read More

Munro, Meredith
Meredith A. Munro

Partner
King & Greisen

Ms. Munro has over twenty years of experience practicing law in a variety of settings, from the government to private...  |  Read More

Live Webinar

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Strafford will process CLE credit for one person on each recording. All formats include program handouts. To find out which recorded format will provide the best CLE option, select your state:

CLE On-Demand Video

48 hours after event

$247

Download

48 hours after event

$247

DVD

10 business days after event

$247 + $24.45 S&H