that he was eligible for the position sought, he fails to make a prima facie case under Title VII. See, e.g., Workneh v. Pall Corp., 897 F.Supp.2d 121, 131 (E.D.N.Y.2012) (dismissing the plaintiffs failure-to-promote claim “because he has not met his prima facie burden of establishing he was qualified for [the relevant] position” (italics omitted)); Velez v. SES Operating Corp., No. 07-CV-10946, 2009 WL 3817461, at *8 (S.D.N.Y. Nov. 12, 2009) (explaining that “the plaintiff [must] establish basic eligibility for the position at issue” in order to make out a prima facie case of discrimination (internal quotation marks omitted) (citing Slattery v. Swiss Reinsurance Am. Corp., 248 F.3d 87, 91 (2d Cir.2001))); Siddiqi v. N.Y.C. Health & Hosps. Corp., 572 F.Supp.2d 353, 369 (S.D.N.Y.2008) (<HOLDING>); Williams v. R.H. Donnelley Inc., 199
holding that because there was no evidence before the court of any similarly situated employees who were promoted to a higher salary grade when plaintiff was denied a promotion plaintiff could not establish a prima facie case of discriminatory failure to promote holding that plaintiff could not establish a prima facie case of discrimination because she was unable to present evidence that she was qualified for the position holding the plaintiff failed to make a prima facie case that the defendants failure to promote him was discriminatory where the plaintiff failed to that show he was qualified for the relevant position holding that plaintiff could not establish prima facie case of discrimination where plaintiff failed to meet minimum qualifications for job holding to establish a prima facie case of racial discrimination a plaintiff must show he 1