In a Michigan age discrimination case, a general manager received gradual pay reductions over a period of seven years while the plant’s much younger assistant general manager received pay increases over the same period until his salary nearly doubled the older general manager’s final salary.

When the older general manager filed a complaint with the EEOC, he was fired in retaliation by the owner of the company. The former employee sued for age bias and retaliation, and although both his claims were initially rejected, appellate courts reinstated the retaliation claim, citing that because the general manager was fired immediately following his complaint to the EEOC, there was at least a causal connection between his firing and his complaint to the EEOC.