if believed by a reasonable trier of fact, would allow a finding of no unlawful discrimination, then “ ‘the McDonnell Douglas framework — with its presumptions and burdens’ — disappear[s], and the sole remaining issue [is] ‘discrimination vel non.’ ” Reeves v. Sanderson Plumbing Prods., Inc., 530 U.S. 133, 120 S.Ct. 2097, 2106, 147 L.Ed.2d 105 (2000) (citation omitted). At summary judgment in an employment discrimination case, a court should examine the record as a whole, just as a jury would, to determine whether a jury could reasonably find an invidious discriminatory purpose on the part of an employer. See Howley, 217 F.3d at 151; Stern v. Trustees of Columbia Univ., 131 F.3d 305, 314 (2d Cir.1997); cf. Washington v. Davis, 426 U.S. 229, 242, 96 S.Ct. 2040, 48 L.Ed.2d 597 (1976) (<HOLDING>). A court is to examine “the entire record to
holding that a prosecutors motive may often be inferred from the totality of relevant facts holding that fraud may be inferred from circumstantial evidence holding that an invidious discriminatory purpose may often be inferred from the totality of the relevant facts holding that parties may stipulate to facts from which jurisdiction may be inferred holding intent may be inferred from all facts and circumstances