Rosalie Cullen was forty-nine years old and had worked as a manager of marketing administration for Olin Corporation for over twenty-five years. She was terminated in February 1996 because, according to Olin, the company was downsizing due to an economic downturn. Cullen filed a suit against Olin under the ADEA, alleging that she was fired due to her age. She presented evidence that Doug Cahill, the president of the Winchester Division of Olin, where Cullen worked, had remarked at a meeting that some employees were “old fashioned” and that “older people have trouble with change and that they were gonna have to learn to go with the change or conform or they were going to be out.” In addition, she introduced evidence that after she was fired, all of her duties were taken over by employees ranging in age from thirty-two to forty-three years old. Olin argued that Cahill was so far removed from the selection process that his comments did not motivate the decision to discharge Cullen. Cullen argued that Cahill was the person who decided that personnel cutbacks were necessary, set the parameters for the layoffs, and reviewed the vice president’s personnel decisions. Did Olin violate the ADEA? [Cullen v. Olin Corp., 195 F.3d 317 (7th Cir. 1999), cert. denied, 529 U.S. 1020 (2000).]