Roxane Montgomery was hired in October of 2001 as an assistant manager for a video store owned by C & C Self Enterprises, Inc. in Lake Charles. She was 41 years old. Five months later, on April 8, 2002, she was terminated.
Ms. Montgomery sued C & C Self Enterprises claiming that she was terminated because of her age. The Louisiana Age Discrimination Employment Act makes it unlawful for an employer to “fail or refuse to hire, or to discharge, any individual with respect to his compensation, or his terms, conditions, or privileges of employment because of the individual’s age.” Included in her claim that her employer violated LADEA, Ms. Montgomery alleged that she suffered “severe emotional distress resulting in physical complications due to her wrongful termination.” C & C Self Enterprises answered by denying that Ms Montgomery was fired because of her age, but was instead fired because of her “inadequate job performance.” They followed up their answer to the complaint by filing a motion for summary judgment. The trial court denied the motion for summary judgment and awarded the plaintiff $50,000.
Roxane Montgomery v. C & C Self Enterprises, Inc., was appealed to the Third Circuit Court of Appeals from the Fourteenth Judicial District Court of the Parish of Calcasieu. The purpose of this article is to identify and discuss the necessary elements of a successful age discrimination claim and to identify why the trial court erred when it denied C & C Self Enterprises’ motion for summary judgement. The Third Circuit court looked at Federal case law to assist in making their decision because LADEA is “nearly identical” to the Federal statute prohibiting age discrimination: the court looked at the U.S. Supreme Court decision McDonnell Douglas v. Green 411 U.S. 792 (1973) because this decision “set forth the basic allocation of burdens and order of presentation of proof in an unemployment discrimination case.”