Lowe v. Walbro LLC, No. 19-2386 (6th Cir. 2020)
Annotate this Case
Lowe, born in 1958, worked for Walbro for 41 years and was promoted several times, becoming the Cass City facility Area Manager in 2014. Cass City evolved from producing carburetors to focus on blow molding and robotics. In 2016, Walbro hired 35-year-old Davidson as General Manager. Davidson testified that Lowe’s understanding of robotics and blow molding was limited, so Lowe relied heavily on two subordinates for equipment maintenance. Davidson removed those subordinates from reporting to Lowe. Lowe was left managing only one portion of the building and conducting general facility maintenance. Lowe alleges that Davidson made several disparaging statements about Lowe’s age. In 2018, Walbro hired Rard as Senior Human Resources Manager. Rard testified that she noticed that Lowe was serving as the Area Manager but had only a few janitors reporting to him. She recommended that Lowe’s position be eliminated. Rard also testified that she received complaints about Lowe engaging in bullying, vulgarity, and sexual innuendoes. Walbro terminated Lowe.
The district court rejected, on summary judgment, Lowe’s age discrimination claims under Michigan’s Elliott-Larsen Civil Rights Act. The Sixth Circuit reversed. Davidson’s age-related remarks could lead a reasonable jury to find that Walbro acted on a predisposition to discriminate on the basis of age. Lowe raised a genuine dispute of material fact as to whether the animus was a but-for cause of his termination. Walbro has not demonstrated as a matter of law that it would have terminated Lowe regardless of any age-related animus.
Some case metadata and case summaries were written with the help of AI, which can produce inaccuracies. You should read the full case before relying on it for legal research purposes.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.