United States District Court for the District of Rhode Island · 2018-07-30
29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)
Case and law context
Role: applied; posture: civil; ADEA age discrimination; employer motion for summary judgment granted by DRI; result: claimant-lost; claim:
Uncertainty
None recorded
Misfit
None recorded
B · Case × element grid
Top-level elements follow claim order in panels of up to six elements. Case rows repeat across panels. Every recorded block retains its holding and basis; multiple blocks are not merged into a case-level verdict. ✓ satisfied · ✗ not satisfied · ○ not reached · · not addressed. Muted blocks are not counted. Sub-element evidence remains on case and element pages.
Elements 1–6 of 31
| Case | Employer coverage and exclusions | Age forty or older | Hiring discharge or employment terms | Judicial but-for standard for age-based treatment | Route-conditioned statutory f(1) and f(2) alternatives | Conditional state firefighter and law-enforcement hiring or retirement |
|---|---|---|---|---|---|---|
| Jardin v. CoxCom, LLC — 320 F. Supp. 3d 373 (2018) · United States District Court for the District of Rhode Island · 2018 (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | · not addressed | · not addressed | · not addressed |
Elements 7–12 of 31
| Case | Age sixty-five executive or high-policymaker compulsory retirement | Judicial impact requirement to identify a particular practice | Judicial impact requirement of significant causal disparity | Covered employment agency | Covered labor organization | Opposition or participation |
|---|---|---|---|---|---|---|
| Jardin v. CoxCom, LLC — 320 F. Supp. 3d 373 (2018) · United States District Court for the District of Rhode Island · 2018 (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | · not addressed | · not addressed | · not addressed | · not addressed | · not addressed | · not addressed |
Elements 13–18 of 31
| Case | Judicial material-adversity standard for retaliation | Retaliatory causal connection | Agency referral discrimination | Membership classification referral or causing discrimination | Employer agency or union advertiser | Age-based notice or advertisement |
|---|---|---|---|---|---|---|
| Jardin v. CoxCom, LLC — 320 F. Supp. 3d 373 (2018) · United States District Court for the District of Rhode Island · 2018 (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | · not addressed | · not addressed | · not addressed | · not addressed | · not addressed | · not addressed |
Elements 19–24 of 31
| Case | Wage reduction to comply | Employer agency union or combination maintaining a pension plan | Establish or maintain an employee pension benefit plan | Age-based accrual or allocation cessation or reduction | Subsection i pension qualifications and compliance | Conditional bona fide seniority system or benefit plan |
|---|---|---|---|---|---|---|
| Jardin v. CoxCom, LLC — 320 F. Supp. 3d 373 (2018) · United States District Court for the District of Rhode Island · 2018 (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | · not addressed | · not addressed | · not addressed | · not addressed | · not addressed | · not addressed |
Elements 25–30 of 31
| Case | Narrow bona fide occupational qualification | Displayed scope and specialized exclusions | Charge filing waiver and remedies | Foreign workplace conflict with local law | Good cause for employer discharge or discipline | Judicial outside-applicant coverage limit where circuit precedent controls |
|---|---|---|---|---|---|---|
| Jardin v. CoxCom, LLC — 320 F. Supp. 3d 373 (2018) · United States District Court for the District of Rhode Island · 2018 (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | · not addressed | · not addressed | · not addressed | · not addressed | · not addressed | · not addressed |
Elements 31–31 of 31
| Case | Reasonable factors other than age |
|---|---|
| Jardin v. CoxCom, LLC — 320 F. Supp. 3d 373 (2018) · United States District Court for the District of Rhode Island · 2018 (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | · not addressed |
Instances and excluded annotation blocks
| Case | Element | Holding and scope | Pattern | Exact source quotations |
|---|---|---|---|---|
| Jardin v. CoxCom, LLC — 320 F. Supp. 3d 373 (2018) · United States District Court for the District of Rhode Island · 2018 — not · no-evidence (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Judicial but-for standard for age-based treatment | not Counted merits instance applied / merits basis: no-evidence | supervisor's two "weird old man" remarks five months before a discharge for admitted misconduct decided by HR; no nexus | Immediately after Mr, Andrukiewicz started as interim supervisor and five months prior to Mr. Jardin's termination, in two different department meetings, Mr. Andrukiewicz referred to Mr. Jardin as a "weird old man."Source: docroot/ir/caselaw/f_supp_3d_320.jsonl#/f-supp-3d/320/0373-01; Unicode character offsets [1302:1517] (end exclusive); SHA-256 3880383b0cbf8c64d3e26aee378796f1c7a16868ce8be0315ee37595393d4faa.During the interview, as well as in his deposition, Mr. Jardin admitted to dropping the trash on the customer's premises and failing to pick it up, but asserted that he did not intentionally litter.Source: docroot/ir/caselaw/f_supp_3d_320.jsonl#/f-supp-3d/320/0373-01; Unicode character offsets [2385:2583] (end exclusive); SHA-256 3880383b0cbf8c64d3e26aee378796f1c7a16868ce8be0315ee37595393d4faa.In addition, although Mr. Andrukiewicz supported the decision to terminate Mr. Jardin for his misconduct, he was not primarily responsible for doing so; Human Resources Manager William Roccio made this final decision.Source: docroot/ir/caselaw/f_supp_3d_320.jsonl#/f-supp-3d/320/0373-01; Unicode character offsets [10557:10774] (end exclusive); SHA-256 3880383b0cbf8c64d3e26aee378796f1c7a16868ce8be0315ee37595393d4faa.Mr. Andrukiewicz made these remarks around four to five months prior to Mr. Jardin's termination.Source: docroot/ir/caselaw/f_supp_3d_320.jsonl#/f-supp-3d/320/0373-01; Unicode character offsets [10881:10978] (end exclusive); SHA-256 3880383b0cbf8c64d3e26aee378796f1c7a16868ce8be0315ee37595393d4faa.Where isolated remarks-like those attributed to Mr. Andrukiewicz here-lack specific timing or context or linkage to the adverse employment decision, they are insufficient to prove an employer's discriminatory animus.Source: docroot/ir/caselaw/f_supp_3d_320.jsonl#/f-supp-3d/320/0373-01; Unicode character offsets [10979:11195] (end exclusive); SHA-256 3880383b0cbf8c64d3e26aee378796f1c7a16868ce8be0315ee37595393d4faa.On the final element, after reviewing the evidence, the Court finds that Mr. Jardin failed to present evidence that his age was the real reason Cox fired him.Source: docroot/ir/caselaw/f_supp_3d_320.jsonl#/f-supp-3d/320/0373-01; Unicode character offsets [9677:9835] (end exclusive); SHA-256 3880383b0cbf8c64d3e26aee378796f1c7a16868ce8be0315ee37595393d4faa. |
| Jardin v. CoxCom, LLC — 320 F. Supp. 3d 373 (2018) · United States District Court for the District of Rhode Island · 2018 — satisfied · conceded (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Hiring discharge or employment terms | satisfied Counted merits instance applied / merits basis: conceded | termination for a policy violation after 19 years of service; discharge conceded | Based on this admission, Cox terminated Mr. Jardin for "egregious misconduct" under its Corrective Action Policy.Source: docroot/ir/caselaw/f_supp_3d_320.jsonl#/f-supp-3d/320/0373-01; Unicode character offsets [2584:2697] (end exclusive); SHA-256 3880383b0cbf8c64d3e26aee378796f1c7a16868ce8be0315ee37595393d4faa.For purposes of this motion, Cox does not dispute that Mr. Jardin has met these four elements, conceding that (1) Mr. Jardin is part of the protected class due to his age,' (2) he maintained a satisfactory standing as an employee at Cox; (3) he was terminated by Cox; and (4) his position was not filled, but his co-worker, who had similar qualifications and job responsibilities, assumed many of Mr. Jardin's assignments and projects.Source: docroot/ir/caselaw/f_supp_3d_320.jsonl#/f-supp-3d/320/0373-01; Unicode character offsets [6791:7226] (end exclusive); SHA-256 3880383b0cbf8c64d3e26aee378796f1c7a16868ce8be0315ee37595393d4faa. |
| Jardin v. CoxCom, LLC — 320 F. Supp. 3d 373 (2018) · United States District Court for the District of Rhode Island · 2018 — satisfied · conceded (29usc623: author: Flash2 · QA: FIX (Fable, neov2/cases/TRIAGE-Flash.md)) | Age forty or older | satisfied Counted merits instance applied / merits basis: conceded | 53-year-old facilities technician; class membership conceded for the motion | Mr. Jardin was 53 years old when he was terminated;Source: docroot/ir/caselaw/f_supp_3d_320.jsonl#/f-supp-3d/320/0373-01; Unicode character offsets [979:1030] (end exclusive); SHA-256 3880383b0cbf8c64d3e26aee378796f1c7a16868ce8be0315ee37595393d4faa. |