Ereegovich’s position, Goodyear eliminated two other positions in Human Resources Development — Paul Evert’s position as Manager of Human Resources and Karen Cohn’s position as Personnel Development Specialist. Both Evert, age forty, and Cohn, age twenty-eight, were transferred to other positions. J.A. at 378 (Attachment M — Movement of Associates). 1. Prima Facie Case Although an employer is under no obligation to transfer to another position in the company an employee whose position has been eliminated, the employer violates the ADEA when it transfers other displaced employees but does not place the plaintiff in a new position because of age discrimination. See Hawley v. Dresser Indus., Inc., 958 F.2d 720, 723 (6th Cir.1992); cf. EEOC v. Chrysler Corp., 733 F.2d 1183 (6th Cir.1984) (<HOLDING>), reh’g denied, 738 F.2d 167 (1984). In other
holding that a district court did not err in concluding that the defendant was not entitled to a downward departure due to his status as an alien subject to removal holding that the district court did not err in issuing an injunction requiring the defendantemployer to offer forced retirees layoff status when younger employees also affected by the reduction in force were afforded layoff status holding that it was reversible error for district court to charge jury that plaintiffs were required in reduction of force case to show that they were clearly better qualified than the employees retained holding that refugees who have already acquired lpr status are ineligible for a  209c waiver in light of the language in that adjustment of status can be granted to an alien who has not acquired permanent resident status holding that trial court did not err