Andrea was fairly sure Derek wasn't fired due to gross negligence (such as leaving the fitness members unattended). Nor was he fired due to serious misconduct, such as hurting another employee or doing harm to the company. Actually, Derek was very actively trying to recruit new members to the facility. Thus, Andrea wished she had more documentation that would show that Derek had been coached, counseled, or had even gone through progressive discipline. She could find in the file only some notes that Derek could be more pleasant and should improve the number of paid training sessions he conducted in the fitness center. Andrea was also concerned with the fact that Derek was 39 years old. The Age Discrimination in Employment Act of 1967 prohibits discrimination against persons 40 years of age or older. Congress found that older workers were disadvantaged in their efforts to retain employment and especially in regaining employment when released from a job.1 Since Derek was 39, he was certainly very close to age 40 and could file a lawsuit against the fitness center. Andrea had a meeting scheduled with Derek later in the afternoon. Her major thought was something her former director of human resources at her last job used to say, "Document, document, document." Case Questions 1. Do you believe Derek received any of the four steps in the coaching process? 2. Did Derek receive progressive discipline? 3. Was there just cause to discharge Derek