context: Applying the McDonnell Douglas framework, the plaintiff can establish a prima facie case of age discrimination by showing he was: (1) a member of the protected class; (2) qualified for his current position; (3) subject to adverse employment action; and (4) treated less favorable than any younger, similarly situated employee.
citation_a.signal: see also
citation_a.identifier: 116 S.Ct. 1307, 1310
citation_a.parenthetical: holding that being replaced by someone outside the protected class is not a proper element of the fourth prong because replacement by a substantially younger employee is a far more reliable indicator of age discrimination
citation_a.sentence: Zaben v. Air Prods. & Chems., Inc., 129 F.3d 1453, 1457 (11th Cir.1997) (holding that replacement by someone outside the protected group is required to make a prima facie age discrimination case); see also O’Connor v. Consol. Coin Caterers Corp., 517 U.S. 308, 313, 116 S.Ct. 1307, 1310, 134 L.Ed.2d 433 (1996) (holding that being replaced by someone outside the protected class is not a proper element of the fourth prong because replacement by a substantially younger employee is a far more reliable indicator of age discrimination); Knight v. Baptist Hosp. of Miami, Inc., 330 F.3d 1313, 1316 (11th Cir.2003) (holding that more favorable treatment of similarly situated employees outside the race classification is required to make a prima facie race discrimination case).
citation_b.signal: no signal
citation_b.identifier: 129 F.3d 1453, 1457
citation_b.parenthetical: holding that replacement by someone outside the protected group is required to make a prima facie age discrimination case
citation_b.sentence: Zaben v. Air Prods. & Chems., Inc., 129 F.3d 1453, 1457 (11th Cir.1997) (holding that replacement by someone outside the protected group is required to make a prima facie age discrimination case); see also O’Connor v. Consol. Coin Caterers Corp., 517 U.S. 308, 313, 116 S.Ct. 1307, 1310, 134 L.Ed.2d 433 (1996) (holding that being replaced by someone outside the protected class is not a proper element of the fourth prong because replacement by a substantially younger employee is a far more reliable indicator of age discrimination); Knight v. Baptist Hosp. of Miami, Inc., 330 F.3d 1313, 1316 (11th Cir.2003) (holding that more favorable treatment of similarly situated employees outside the race classification is required to make a prima facie race discrimination case).