VII”), and thus applies to claims of racial and sex discrimination. Id. at 793-94, 93 S.Ct. 1817; see 42 U.S.C. § 2000e-2(a)(l) (prohibiting workplace discrimination because of an employee’s race, color, religion, sex, or national origin). Alleged discrimination on the basis of age, however, is governed by the Age Discrimination in Employment Act (“ADEA”) of 1967. 29 U.S.C. § 623(a)(1). As the EEOC points out, McDonnell Douglas’s principles traditionally have been applied by analogy to ADEA cases. Def.’s Mem. Ex. R. at 3. This application, however, has recently been called into question by the Supreme Court. In Gross v. FBL Financial Services, Inc., the Court ruled that not all Title VII legal frameworks are applicable to the ADEA. — U.S. -, 129 S.Ct. 2343, 2349, 174 L.Ed.2d 119 (2009) (<HOLDING>). Whether McDonnell Douglas’s framework still
holding that the mcdonnell douglas framework still applies to adea cases postgross holding the brady framework inapplicable to postconviction proceedings generally holding that the mcdonnell douglas framework is appropriate for analyzing singlemotive claims but not mixedmotives claims holding that adea and phra claims proceed under the mcdonnell douglas framework holding title vtis mixedmotives framework inapplicable to the adea