In a Human Rights setting, employees bears the onus of establishing discrimination on a balance of probabilities. The employee must prove it is more probable than not that one or more Human Rights Code grounds was a factor in the decision to terminate his or her employment. (Peel Law Association v. Pieters, 2013 ONCA 396 (CanLII) at para. 83 and Ontario (Disability Support Program) v. Tranchemontagne, 2010 ONCA 593 (CanLII) at para. 109.) If the employee is successful in making out a prima facie case of discrimination, the evidentiary burden shifts to the employer to provide a rational explanation which is not discriminatory. It is not sufficient to rebut an inference of discrimination with just any rational alternative explanation. The employer must offer an explanation which is credible on all the evidence. The ultimate issue is whether an inference of discrimination is more probable from the evidence that the actual explanation offered by JLL. See Shaw v. Phipps, 2010 ONSC 3884 (CanLII) at para. 77, upheld 2012 ONCA 155 (CanLII).