In 1991, the FBI deemed Anita Hill’s accusation of sexual harassment by Clarence Thomas inconclusive “because of the ‘he said, she said’ nature of the allegation and denial.” That marked one of the first instances of “he said, she said” referring to a disputed sexual or interpersonal interaction. In politics, a “he said, she said” allegation may yield little or no results for an accuser. However, in a civil lawsuit for discrimination or harassment, a “he said, she said” case can have distinct benefits. One of those is that, if you’ve established that yours is a “he said, she said” case, then you’ve likely demonstrated enough to defeat your employer’s motion for summary judgment. Whether you are in the process of seeking to defeat your employer’s motion for summary judgment or develop a winning trial presentation, it pays to have legal representation from an experienced New York employment discrimination lawyer.
The pregnancy discrimination case of F.B., a dental assistant in New York City, is an example of this type of case and its impact on an employer’s efforts to obtain summary judgment.
The assistant began working for a pediatric dental office in Manhattan in May 2019. Her job involved taking x-rays and being present in the examination room when others administered nitrous oxide.