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The #MeToo Movement & Employment Law

Last year, celebrity scandals pushed the #MeToo movement to center stage, drawing the public eye and empowering sexual assault victims to speak up about their own experiences. This campaign has not only made a significant impact on the lives of victims but has also led to a spike in employment law cases. More and more victims of workplace discrimination are coming forward because they feel comfortable enough to share their experience and take legal action against the responsible party. As the #MeToo movement grows, so too do the number of women who step forward, seeking their own workplace discrimination lawsuits.

Employers are expected to uphold certain standards within their work environment, and if they take advantage of their positions of power, they could face serious legal repercussions. Coworkers, industry partners, and anyone else associated through a shared work environment could face legal penalties for inappropriate behavior, especially now that this movement has gained so much attention.

The #MeToo movement has provided women with the platform they formerly lacked, giving victims the confidence and freedom to speak out against workplace discrimination. This influx of abuse, harassment, and discrimination complaints has subsequently led to an increase in employment law cases.

About “Me Too” in Legal Terms

While #MeToo is the name of a well-known social movement, it is also a legal phrase. This term is used when plaintiffs wish to gather supporting evidence in an employment discrimination case. A plaintiff may invoke “me too” evidence in order to present the court with additional evidence to better prove the reality of their claims of sexual harassment or discrimination. Ultimately, this type of evidence can be instrumental in verifying that the employer or co-worker acted unfairly. However, “me too” claims can be difficult to gather evidence for and, usually, lack thorough documentation or witnesses.

Regardless, “me too” evidence can make an enormous difference in the outcome of a discrimination case. If the plaintiff accuses someone of workplace discrimination and has little to no documented evidence to prove the incident occurred, the plaintiff may invoke “me too” evidence to allow additional victims or witnesses to come forward.

Applying Me Too Evidence

Courts have often struggled with how to apply “me too” evidence, which is why it is absolutely essential that you work with an experienced employment law attorney if you have a discrimination case. When the plaintiff has no other substantial evidence, but others have witnessed the employer’s discriminatory behavior in the past, the testimonies of other witnesses or victims could act as evidence.

Many “me too” cases will include multiple other employees adding their own accounts of an employer’s misconduct to that of the plaintiff. In other words, this type of evidence is not used to present a new angle or argument, but to support an existing one made by the plaintiff. This can apply to any number of workplace discrimination cases, but can include instances of harassment or discrimination based on gender, religion, sexual orientation, pregnancy, medical conditions, or race.

If you were the victim of workplace discrimination and you wish to present “me too” evidence to support your case, our firm wants to help.

Contact Mazaheri Law Firm today to discuss your case with our Oklahoma City employment law attorney.

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