A 62 -year-old woman was regarded as a "good" employee during the ten years that she was employed. A new site director, who had previously worked at the same facility, allegedly commented that she thought the 62 -year-old had already retired. At an office party, she told the 62-year-old employee, "You better slow down because at your age you're going to have a heart attack if you keep this up." Another manager allegedly told another employee, "Now that [the 62 -year-old] is getting older she seems to forget a lot and is always repeating herself." A complaint surfaced from an employee who said that someone within the company had improperly disclosed the employee's confidential medical information. An investigation was launched and it was determined from initial interviews that the 62-year-old (a human resources technician/ assistant) had disclosed the confidential information to another human resources associate, who in turn shared it with others outside of their department. The human resources associate signed a statement implicating the 62 -year-old as the source of the confidential information, but subsequently supplemented her statement by suggesting that the confidential information had also been disclosed in a manner independent from the 62-year-old's conduct, and still later (after the conclusion of the investigation) disavowed her statements entirely. The 62 -year-old continued to deny any wrongdoing. However, managers believed that the 62 -year-old gave inconsistent answers to their questions and had discussed other employees' confidential medical information. In a conference call involving multiple managers, two managers who had made comments related to the womens age recommended termination. Termination was authorized by the corporate vice president of human resources. The much younger human resource associate was also terminated. Is this age discrimination? Why or why not?