Opinion ID: 736305
Heading Depth: 2
Heading Rank: 2

Heading: Summary Judgment on Adverse Affect Claim

Text: 30 To make a prima facie case of age discrimination, an employee must show that she was adversely affected by an employment decision. Verbraeken, 881 F.2d at 1045-46. The district court held that Maddow was not adversely affected because she was offered the position in Alabama, and thus was not constructively discharged. 31 However, requiring a transfer can be a constructive discharge. Stamey v. Southern Bell Telephone & Telegraph Co., 859 F.2d 855, 860 n. 11 (11th Cir.1988). Further, constructive discharge is not the only possible adverse affect in employment cases. Id. at 860. Under the Age Discrimination in Employment Act, it is unlawful for an employer to fail or refuse to hire or to discharge any individual or otherwise to 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. § 623(a) (emphasis added). 32 Maddow presented evidence that when her interviewer believed she was under forty he gave her a Recruiting Quality Index score of sixteen. The interviewer noted that she had a high likelihood of accepting an offer after being told explicitly that she would only accept an offer in Atlanta. Maddow was then left a message asking her age. After Maddow told Noxell she was forty-one, she was informed that the only position she was being offered was in Alabama. 33 Maddow has created a reasonable inference that the terms and conditions of her employment were affected because of her age. This is an adverse affect. Stamey, 859 F.2d at 860. It is inapposite that a job Maddow has since accepted involves travel to Alabama. Summary judgment against Maddow on the issue of adverse affect is reversed.