facie element of an ADEA retaliation claim); Hernandez v. Crawford Building Material Co., 321 F.3d 528, 531 & n. 1 (5th Cir.), cert. denied, 540 U.S. 817, 124 S.Ct. 82, 157 L.Ed.2d 34 (2003) (retaliation claims are analyzed the same under Title VII and the ADEA). See also Bienkowski, 851 F.2d at 1506 & n. 3 (“a plaintiff challenging his termination or demotion can ordinarily establish a pri-ma facie case of age discrimination by showing that he continued to possess the necessary qualifications for his job at the time of the adverse action” and noting that “[b]y this we mean that plaintiff had not suffered physical disability or loss of a necessary professional license or some other occurrence that rendered him unfit for the position for which he was hired”); Bynum, 41 F.Supp.2d at 653 (<HOLDING>). (b) Pretext and/or Motivating Factor GISD has
holding that a prima facie case is subject to independent review holding that the burden of establishing prima facie case of discriminatory treatment may be satisfied by minimal showing holding that plaintiffs decertification by the army that rendered him unqualified to continue serving as a jrotc teacher precluded him from establishing prima facie case of discrimination recognizing that a plaintiffs burden in establishing a prima facie case is not onerous holding to establish a prima facie case of racial discrimination a plaintiff must show he 1