In order to establish facts sufficient to create a reasonable inference that age was a determining factor in a termination, a plaintiff in an Age Discrimination in Employment Act case need not prove replacement by someone outside the protected class.

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Under the Age Discrimination in Employment Act (ADEA), a plaintiff can establish a prima facie case of discrimination without necessarily proving that they were replaced by someone outside the protected age group (40 years and older). The focus is on whether age was a determining factor in the employment decision, not solely on the age of the replacement.

In Order to Establish Facts Sufficient to Create a Reasonable