Scholarly Works

Pelkey, Emma 2014-04-11T20:49:46Z 2014-04-11T20:49:46Z 2014-03-15 545 Or.L. Rev. (2013) 0196-2043 http://hdl.handle.net/1794/16083 26 pages Employment discrimination claims can present challenging problems of proof. Indeed, it is a rare occurrence when a plaintiff can produce direct evidence of an employer’s intent to discriminate. As a result, a plaintiff must rely on circumstantial evidence to show that an employer’s proffered reason for an adverse employment action was either false or pretextual. Often, such circumstantial evidence is presented in the form of “me too” evidence. So-called “me too” evidence allows the plaintiff to present testimony of other employees to demonstrate that an employer discriminated against similarly situated individuals. “Me too” evidence has proven to be a powerful tactic for plaintiffs and, consequently, a serious threat to employers. en_US University of Oregon School of Law All Rights Reserved. Employment Law Employment Discrimination The “Not Me Too” Evidence Doctrine in Employment Law: Courts’ Disparate Treatment of “Me Too” Versus “Not Me Too” Evidence in Employment Discrimination Cases Article

Davis, Kirsten K. 2014-04-11T20:48:38Z 2014-04-11T20:48:38Z 2014-03-15 471 Or.L. Rev. (2013) 0196-2043 http://hdl.handle.net/1794/16081 54 pages Seventy years ago, carefully written objective legal memos — internal memoranda written by one lawyer to another for the purpose of communicating law and legal analysis and meant to serve as the basis for legal advice — were viewed as a critical part of practice. In today’s legal practice culture of on-screen reading and writing, lawyers complain memos are expensive, time consuming, and perhaps even ill-suited for reading on screens and mobile devices. en_US University of Oregon School of Law All Rights Reserved. Legal Memos Mobile Devices Legal Communication “The Reports of My Death Are Greatly Exaggerated”: Reading and Writing Objective Legal Memoranda in a Mobile Computing Age Article