To establish a prima facie case under the ADEA, what condition must a plaintiff meet?

To establish a prima facie case under the ADEA, what condition must a plaintiff meet?

• A. Prove they were under 40 at the time of discharge
• B. Demonstrate they were not qualified for their position
• C. Show they were discharged because of age discrimination
• D. Be a member of the management team

Answer: (C)

To establish a prima facie case under the Age Discrimination in Employment Act (ADEA), the plaintiff must show that their discharge was a result of age discrimination. This involves demonstrating that age was a determining factor in the employer's decision to terminate their employment. Successfully meeting this element is crucial because the ADEA specifically aims to protect individuals who are 40 years of age or older from discrimination in employment based on age. By proving that the discharge was due to discriminatory reasons related to age, the plaintiff lays the foundation necessary for their case, allowing the court to consider the employer's justifications for the termination and whether those reasons are a pretext for age discrimination. The importance of this condition stems from the ADEA's purpose of ensuring fair treatment in the workplace regardless of age, reinforcing the need for evidence that connects the employer's actions directly to the employee's age. This sets the stage for the case to proceed, allowing both parties to present their arguments regarding the employment action in question.

To establish a prima facie case under the Age Discrimination in Employment Act (ADEA), the plaintiff must show that their discharge was a result of age discrimination. This involves demonstrating that age was a determining factor in the employer's decision to terminate their employment.

Successfully meeting this element is crucial because the ADEA specifically aims to protect individuals who are 40 years of age or older from discrimination in employment based on age. By proving that the discharge was due to discriminatory reasons related to age, the plaintiff lays the foundation necessary for their case, allowing the court to consider the employer's justifications for the termination and whether those reasons are a pretext for age discrimination.

The importance of this condition stems from the ADEA's purpose of ensuring fair treatment in the workplace regardless of age, reinforcing the need for evidence that connects the employer's actions directly to the employee's age. This sets the stage for the case to proceed, allowing both parties to present their arguments regarding the employment action in question.