to a class; (2) that she was qualified for and applied for a promotion; (3) that she was rejected despite her qualifications; and (4) that other employees with equal or lesser qualifications who were members of a protected minority were promoted. See Wilson v. Bailey, 934 F.2d 301, 304 (11th Cir.1991); Young v. City of Houston, Texas, 906 F.2d 177, 180 (5th Cir.1990). Reno has produced no evidence, other than her own conclusory assertions, that objectively shows that she was qualified for the position or that she was otherwise denied the promotion despite those qualifications. Without credible evidence demonstrating her qualifications for the Inventory Control Technician position, Reno cannot establish a prima facie case of reverse-race discrimination. See Armendariz, 58 F.3d at 152 (<HOLDING>). Metro’s motion for summary judgment as to
holding age discrimination claim barred holding that age discrimination is not a personal injury tort holding that employees subjective belief that age discrimination occurred is insufficient to create a jury issue holding that former employees subjective belief that he suffered an adverse employment action as a result of discrimination without more is not enough to survive former employers summary judgment motion holding that a party must at least have a subjective belief that litigation was a real possibility and that belief must have been objectively reasonable