context: (Id.). An age difference of less than ten years is not sufficient to support a showing of age discrimination.
citation_a.signal: see also
citation_a.identifier: 310 F.3d 758, 763
citation_a.parenthetical: finding that in the absence of other evidence of age discrimination, plaintiff who had been replaced by a worker seven years younger had not made a prima facie showing of age discrimination
citation_a.sentence: Grosjean v. First Energy Corp., 349 F.3d 332, 338 (6th Cir.2003) (an age difference of less than ten years is not sufficient to support a prima facie inference of age discrimination); see also O’Connor v. Consolidated Coin Caterers Corp., 517 U.S. 308, 313, 116 S.Ct. 1307, 134 L.Ed.2d 433 (1996) (the inference of discrimination necessary to sustain an ADEA case “cannot be drawn from the replacement of one worker with another worker insignificantly younger.”); Dunaway v. Int’l Bhd. of Teamsters, 310 F.3d 758, 763 (D.C.Cir.2002) (finding that in the absence of other evidence of age discrimination, plaintiff who had been replaced by a worker seven years younger had not made a prima facie showing of age discrimination); Radue v. Kimberly-Clark Corp., 219 F.3d 612, 617 (7th Cir.2000) (in an ADEA action involving a reduction in force, plaintiff must show, among other things, that other similarly situated employees substantially younger than plaintiff were treated more favorably); Grossmann v. Dillard Dep’t Stores, Inc., 109 F.3d 457, 459 (8th Cir.1997) (finding that a jury could not reasonably infer age discrimination where an employer, who also was in the protected age group, hired plaintiff when he was forty-eight, fired him when he was fifty-two, and the following year hired four new employees over forty, two of them over fifty).
citation_b.signal: no signal
citation_b.identifier: 349 F.3d 332, 338
citation_b.parenthetical: an age difference of less than ten years is not sufficient to support a prima facie inference of age discrimination
citation_b.sentence: Grosjean v. First Energy Corp., 349 F.3d 332, 338 (6th Cir.2003) (an age difference of less than ten years is not sufficient to support a prima facie inference of age discrimination); see also O’Connor v. Consolidated Coin Caterers Corp., 517 U.S. 308, 313, 116 S.Ct. 1307, 134 L.Ed.2d 433 (1996) (the inference of discrimination necessary to sustain an ADEA case “cannot be drawn from the replacement of one worker with another worker insignificantly younger.”); Dunaway v. Int’l Bhd. of Teamsters, 310 F.3d 758, 763 (D.C.Cir.2002) (finding that in the absence of other evidence of age discrimination, plaintiff who had been replaced by a worker seven years younger had not made a prima facie showing of age discrimination); Radue v. Kimberly-Clark Corp., 219 F.3d 612, 617 (7th Cir.2000) (in an ADEA action involving a reduction in force, plaintiff must show, among other things, that other similarly situated employees substantially younger than plaintiff were treated more favorably); Grossmann v. Dillard Dep’t Stores, Inc., 109 F.3d 457, 459 (8th Cir.1997) (finding that a jury could not reasonably infer age discrimination where an employer, who also was in the protected age group, hired plaintiff when he was forty-eight, fired him when he was fifty-two, and the following year hired four new employees over forty, two of them over fifty).