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56 Fair Empl - Prac.cas. 97, 56 Empl. Prac. Dec. P 40,848 Eleanor M. Blanchard v. Stone Safety Corporation, 935 F.2d 18, 2d Cir. (1991)
56 Fair Empl - Prac.cas. 97, 56 Empl. Prac. Dec. P 40,848 Eleanor M. Blanchard v. Stone Safety Corporation, 935 F.2d 18, 2d Cir. (1991)
2d 18
of "general accountant", had been eliminated; and (2) even if Blanchard had
successfully made out a prima facie case of age discrimination, Stone had
sufficiently articulated a non-discriminatory reason for her termination--a
widespread reduction in force ("RIF") of 83 employees at the Stone facility in
Connecticut. The district court further found as a matter of law that Blanchard
had not shown this non-discriminatory reason to be pretextual.
3
Similarly, we cannot conclude, as did the district court, that Stone articulated a
non-discriminatory reason for Blanchard's termination which could not be
shown to be pretextual. While we agree that "[a] widespread staff reduction
implemented for economic reasons is a legitimate, nondiscriminatory business
justification for discharge", we are not similarly convinced that this principle
can be so broadly applied in the circumstances of this case. Stone's proffered
reason for selecting Blanchard for termination was that she was a poor
employee, and was therefore expendable when the RIF became necessary.
However, the record shows that Stone had recently been taken over by new
owners, that its Connecticut facility was to be closed, and that its operations
were to be moved to South Carolina. There is also evidence from which a jury
could conclude that the RIF primarily affected not the accounting department,
but mostly the blue-collar areas of Stone's facility, that Blanchard was one of
the very few white-collar workers dismissed in the course of the claimed RIF,
that she was targeted for dismissal by new management from the moment it
took over, that her only poor performance evaluations in 46 years began less
than two months after Stone had been sold, and that her performance was as
good as, if not better than, that of many of the younger white-collar employees
who were retained. If established at trial, this evidence could reasonably
convince a jury that Stone's proffered reason for Blanchard's dismissal was
pretextual.