Opinion ID: 29749
Heading Depth: 3
Heading Rank: 2

Heading: James Pastor’s Age Discrimination Claim

Text: Mr. Pastor also asserts that CSISD discriminated against him on the basis of age. ADEA analysis reflects Title VII’s burden-shifting framework. To establish a prima facie case of age 5 discrimination, the plaintiff must show that: “(1) he was discharged; (2) he was qualified for the position; (3) he was in the protected class at the time of discharge; and (4) he was either (i) replaced by someone outside of the protected class, (ii) replaced by someone younger, or (iii) otherwise discharged because of his age.” Bodenheimer v. PPG Indus. Inc., 5 F.3d 955, 957 (5th Cir. 1993). Once the plaintiff establishes a prima facie case, the defendant has the burden of rebutting the presumption of discrimination by articulating a legitimate, nondiscriminatory reason for terminating the plaintiff. Id. As in the Title VII context, the plaintiff must prove either that the defendant’s reasons are not worthy of credence, or that there was more than likely a discriminatory reason for its conduct. Beinkowski v. American Airlines, Inc., 851 F.2d 1503, 1505 (5th Cir. 1988). Again, while Mr. Pastor may have established a prima facie case for age discrimination because the people hired to replace him were slightly younger,4 his claim must fail because he did not prove that CSISD’s proffered reasons for terminating him were unworthy of credence or were more than likely motivated by discriminatory intent.