We represented a leading supplier of truck body and chassis components in an age discrimination case. A materials manager who had been with the company for approximately one year was terminated for poor performance yet complained that the plant manager was biased against him on the basis of age. The plant manager, who recently had been hired to correct delivery issues for the company, conducted a root cause analysis and determined that the manager who was fired had not taken steps to ensure contingencies were in place in the event product demand increased. The Court found in favor of our client and awarded summary judgment.