anyone at [Woodson] make a negative comment about her age?[,]” plaintiff replied "no.” Def.’s Mem., Ex. 10 (Smith Dep.) at 27. Plaintiff also responded in the negative when asked whether she had "ever hear[d] anyone at the school make a negative comment generally about people over the age of 40 or about older teachers?” Id. Plaintiff testified that her belief that she was discriminated against stemmed from the fact that "Ms. Kay is a younger teacher.... I was 62 years old at the time and I thought there might be age discrimination, and it was.” Id. at 92. 6 . The Court concludes that the defendant has met its burden of articulating a legitimate reason for its decision. See, e.g., Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133, 142, 120 S.Ct. 2097, 147 L.Ed.2d 105 (2000) (<HOLDING>) (citation omitted); Clifton, 36 F.Supp.2d at
holding that termination of individuals employment for making personal phone calls was a legitimate nondiscriminatory reason for discharge holding that drugrelated misconduct is a legitimate nondiscriminatory reason for termination holding that plaintiff need only point to sufficient evidence to support an inference that the employer did not act for its proffered nondiscriminatory reasons holding that employer met its burden of articulating  a legitimate nondiscriminatory reason for the plaintiffs termination by offering admissible evidence sufficient for the trier of fact to conclude that plaintiff was fired because of his failure to maintain accurate attendance records  holding attendance problem was a legitimate basis for an employers termination of an employee