Opinion ID: 521960
Heading Depth: 2
Heading Rank: 1

Heading: ADEA Violation

Text: 5 The ADEA provides that it is unlawful for an employer to fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's age. 29 U.S.C. Sec. 623(a)(1). This protection extends to employees who are at least 40 years old. Id. Sec. 631(a). Benjamin made out a prima facie case of an ADEA violation by establishing that he was (1) a member of the protected class, (2) qualified for his job, (3) fired, and (4) replaced by a younger individual, see Haskell v. Kaman Corp., 743 F.2d 113, 119 n. 1 (2d Cir.1984), and that, therefore, his discharge occurred under circumstances giving rise to an inference of discrimination on account of age. See Pena v. Brattleboro Retreat, 702 F.2d 322, 324 (2d Cir.1983). 6 Our review of a denial of a judgment n.o.v. turns on whether viewing the evidence in the light most favorable to Benjamin there is (1) no probative evidence to support a verdict in Benjamin's favor, or (2) the record evidence so strongly favors United Merchants that fair minded jurors exercising impartial judgment could not arrive at a verdict against the employer. See Howes v. Great Lakes Press Corp., 679 F.2d 1023, 1030 (2d Cir.), cert. denied, 459 U.S. 1038, 103 S.Ct. 452, 74 L.Ed.2d 605 (1982); Mattivi v. South African Marine Corp., 618 F.2d 163, 167-68 (2d Cir.1980). Applying this test, it is clear that there was ample evidence for the jury to have found that United Merchants' asserted reason for firing Benjamin (poor performance) was pretextual. 7 The jury could properly have determined that appellant decided to discharge Benjamin from employment because of his age. The ADEA prohibits such terminations even when the company is undergoing a legitimate business restructuring or work force reduction. See Hagelthorn v. Kennecott Corp., 710 F.2d 76, 81 (2d Cir.1983). Moreover, age need not be the sole reason for discharge in order to find an ADEA violation. The jury was entitled to conclude that appellant's asserted reasons for Benjamin's discharge were not credible, and that his age and consequent entitlement to a pension tipped the employer's decision against him. See id. at 82. Hence, the district court correctly denied appellant's motion for judgment n.o.v. on the jury verdict finding that United Merchants had violated the ADEA.