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A plaintiff claiming age discrimination at work must ultimately prove, by a preponderance of the evidence, that age was the ‘but-for’ cause of whatever adverse employment action the plaintiff claims to have suffered.
However, a recent Fourth Circuit Court of Appeals decision reminds us that merely pleading allegations of age discrimination is easy, like Sunday morning.
The plaintiff alleged she served as the Senior Vice President of Human Resources in her mid-60s. A well-credentialed, seasoned HR professional with decades of experience, the plaintiff claimed that she performed well, accomplished many goals, received uniform praise from senior management, and earned