Jury Could Find Manager Was Terminated Because Of His Age
A United States District Court has held that an employer was not entitled to summary judgment on discrimination claims under the Age Discrimination in Employment Act (ADEA) and the Connecticut Fair Employment Practices Act (CFEPA).
The claims were brought by a manager who was 56 years old at the time of his termination. The manager established a prima facie case through alleged statements by the company's president during a managers' meeting that the company was "getting killed on insurance premiums due to the average age of the company's employees" and that it "had to get younger," and the chief executive officer's (CEO's) alleged remark that the company "had to do something about" a 60-year-old employee who was terminated soon thereafter.
Considering who made the remarks,
when they were made in relation to the termination decision, their content, and
the context in which they were made, the remarks were sufficiently probative of
age discrimination that a jury could reasonably find the manager was terminated
because of his age.
Koestner v. Derby
Cellular Products