In the case of Baker vs. Silver Oak Senior Living Management Company I would find in favor of the plaintiff. She presented information that established the prima facie of disparate treatment by showing that she was a part of a protected class, she was qualified for employment, and that candidates were chosen in a contrasting class (Walsh, 2013). She brought suit against her previous employer claiming that she was terminated because of her age which violates the Age Discrimination In Employment Act (ADEA). Baker was able to present evidence of statements to the court the Silver Oaks preferred younger employees. Such statements included Silver Oak was a “”young company,” that enjoys hiring energetic people, and the company was “missing the
