Where a plaintiff has asserted discrimination, retaliation, failure to accommodate, unpaid wages, and Worker Adjustment and Retraining Notification (WARN) Act claims stemming from the termination of her employment, the defendant employer’s motion for summary judgment should be allowed with respect to the plaintiff’s age discrimination, failure to accommodate, and WARN Act claims but denied with respect to her disability discrimination, retaliation, and unpaid wages claims.
“Before the Court is the Motion for Summary Judgment (ECF No. 15) of the defendant, Hasbro, Inc. (‘Hasbro’), a multinational toy, game, and entertainment company. … Hasbro argues that it terminated [the plaintiff] as part of a nondiscriminatory reduction in force (‘RIF’), and that dismissal of all her claims is warranted. …
“The evidence cited by [the plaintiff] is enough to satisfy the prima facie burden of her discrimination and retaliation claims. … As Hasbro has cited a non-discriminatory reason for terminating [the plaintiff]’s employment — the reduction in force — the core question here is whether she has produced sufficient evidence for a reasonable jury to find Hasbro’s cited reason to be pretextual.
“The Court finds that she has. …
“Under the standard of review that applies at summary judgment — in which the evidence must be viewed in the light most favorable to [the plaintiff], with all reasonable inferences drawn in her favor — and given the First Circuit’s admonition that courts must be ‘...
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