Discrimination § 8.08[1], at 8-103 (2d ed. 2012) (“[Cjourts have applied the McDonnell Douglas prima facie case, sometimes modifying the proof requirements to fit the specific facts of the case, to cases involving promotion, discharge, demotion, discipline, layoffs, and other types of employer actions.”). Generally, to prove a disparate-treatment discrimination claim at the summary judgment stage, “a prima facie case of discrimination must consist of evidence that (1) the victim belongs to a protected class; (2) the victim suffered an adverse employment action; and (3) the challenged action took place under circumstances giving rise to an inference of discrimination.” E.E.O.C. v. PVNF, L.L.C., 487 F.3d at 800. See Sorbo v. United Parcel Serv., 432 F.3d 1169, 1173 (10th Cir.2005) (<HOLDING>)(quoting Salguero v. City of Clovis, 366 F.3d
holding to establish a prima facie case of racial discrimination a plaintiff must show he 1 holding that replacement by someone outside the protected group is required to make a prima facie age discrimination case holding that adea plaintiff had failed to make a prima facie case of age discrimination when he was replaced by someone only two years younger and within the protected age group and there was no other evidence of age discriminatory motive holding that a prima facie case for discrimination requires the plaintiff to show that 1 he belongs to the protected age group 2 his job performance was satisfactory 3 adverse employment action was taken against him  in 4  circumstances giving rise to an inference of discrimination  holding in age discrimination case that plaintiffs dismissal did not give rise to an inference of discrimination when job was subsequently offered to an older individual