Opinion ID: 440195
Heading Depth: 1
Heading Rank: 2

Heading: the proposed pretext instruction

Text: 9 Prudential requested the court to instruct the jury that if it found Prudential had offered reasonable factors other than age for the termination or demotion of the complaining employees, the jury had to find for Prudential unless it found that the EEOC had proven that Prudential's explanation for the termination or demotion was a pretext for age discrimination. The court refused on the theory that even though the jury finds that the explanation of financial difficulties and the necessity for reorganization or other explanations were not mere pretext, if they also find that age discrimination was a determinative factor, the jury could not be peremptorily instructed to decide for the defendant. Rec., vol. VIII, at 956. 10 In reviewing Prudential's allegation of error we must consider the instructions given as a whole. McGrath v. Wallace Murray Corp., 496 F.2d 299, 301 (10th Cir.1974). [N]o particular form of words is essential if the instruction as a whole conveys the correct statement of the applicable law. Perrell v. Financeamerica Corp., 726 F.2d 654, 656 (10th Cir.1984); see also Blackwell v. Sun Electric Corp., 696 F.2d 1176, 1181 (6th Cir.1983). 11 In discussing the proper instructions in an ADEA action, we recently stated that 12 The essence of the correct formulation of the standard of proof is that it requires the jury to focus on the effect of the factor of age. The jury must understand that it is not enough that age discrimination figure in the decision to demote or discharge; age must 'make a difference' between termination and retention of the employee in the sense that, 'but for' the factor of age discrimination, the employee would not have been adversely affected. 13 Perrell, 726 F.2d at 656. In the instant case the jury was properly and thoroughly instructed that the EEOC had to prove that the age of the employee in question was a determinative factor in defendant's decision to discharge him. That is ... but for his age, he would not have been so treated. Rec., vol. XV, at 1111. We conclude that the court's instructions accurately set out the relevant legal standards. 14 Moreover, we agree with the trial judge's reason for refusing Prudential's pretext instruction. An ADEA plaintiff is not required to show that age was the sole motivating factor in the employment decision. Hagelthorn v. Kennecott Corp., 710 F.2d 76, 82 (2d Cir.1983); Blackwell, 696 F.2d at 1181; Cancellier v. Federated Department Stores, 672 F.2d 1312, 1315-16 (9th Cir.), cert. denied, 459 U.S. 859, 103 S.Ct. 131, 74 L.Ed.2d 113 (1982); Smithers v. Bailar, 629 F.2d 892, 898 (3rd Cir.1980). Thus a plaintiff need not prove that the reasons offered by the defendant are false if he proves that age was also a reason, and that age was the factor that made a difference. Hagelthorn, 710 F.2d at 82; see Perrell, 726 F.2d at 656. The instruction requested by Prudential could have misled the jury into thinking that even though it found age to be the determinative factor, it nonetheless would be required to return a verdict for Prudential unless the EEOC also proved that Prudential's reasons were invalid. Consequently, the trial court properly rejected it.