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| NO EVIDENCE OF AGE DISCRIMINATION |
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| Although a 60-year old sales manager established a prima facie case of age discrimination, his case was dismissed on summary judgment. The Eighth Circuit found that even though plaintiff may have "set forth sufficient evidence to reject Nextel's explanations for termination ... no rational fact finder could conclude Mayer's termination was discriminatory because no evidence creates a reasonable inference that age was the determinative factor." |
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| (Mayer v. Nextel West Corp.) |
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