Mario A. Barrera and Lacey L. Gourley, Partners with Bracewell & Giuliani, have a great synopsis of the admissibility of “Me Too” evidence in employment discrimination cases and the Supreme Court’s decision that it should be determined on a “Case by Case” basis.
In the case before the Court, Ellen Mendelsohn, a 13-year employee of Sprint, was terminated at age 51 as part of a companywide reduction-in-force. She then sued the company, alleging that she was fired because of her age, in violation of the Age Discrimination in Employment Act (ADEA).