476610, at *5 (S.D.N.Y. Feb. 9, 2011) (dismissing ADEA claim where the plaintiff merely alleged that she was in her mid-40s and that the defendant hired others in their mid-20s, without alleging any facts about the employee who replaced plaintiff); Adams v. N.Y. State Educ. Dep’t, 752 F.Supp.2d 420, 465 (S.D.N.Y.2010) (dismissing ADEA claim where the plaintiffs “merely allege[d] that [they were] over 40 years of age and were replaced by younger teachers,” and noting that the complaint “does not allege any ageist remarks by” the defendants and that the plaintiffs “do not state who the teachers are that replaced them or their age”), aff'd sub nom. Ebewo v. Fairman, 460 Fed.Appx. 67 (2d Cir.2012); Zucker v. Five Towns Coll., No. 09-CV-4884, 2010 WL 3310698, at *2 (E.D.N.Y. Aug. 18, 2010) (<HOLDING>). III. Conclusion For the above reasons, the
holding age discrimination claim barred holding that a review of an employees 1989 performance was irrelevant to a determination of whether his performance was satisfactory at the time of his termination in august of 1990 holding that al legations concerning the plaintiffs satisfactory work performance termination and much younger replacement did not by themselves  suffice to plead an age discrimination claim 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 that being replaced by someone outside the protected class is not a proper element of the fourth prong because replacement by a substantially younger employee is a far more reliable indicator of age discrimination