In Pelcha v. MW Bancorp, Inc., the Sixth Circuit recently held that ageist comments attributed to a bank’s CEO were insufficient evidence to support an employee’s claim that she was fired because of her age in violation of the Age Discrimination in Employment Act (ADEA). Two of the three statements in question related to another employee in her eighties, and the third was a statement that the bank should hire younger tellers. The bank presented evidence to show that it had fired the plaintiff for insubordination. A new manager had implemented a policy requiring employees to submit requests for time off in writing. The employee informed the manager that she was not going to fill out the request form because she did not have to. Even though the employee eventually relented and complied, she was fired for insubordination. The employee argued that the three age-related statements she had overheard proved that her age, 47, was a reason for her termination.