In Gaglioti v. Levin Group, Inc., No. 11–3744, 2012 WL 6217365 (6th Cir. Dec. 13, 2012), the Sixth Circuit affirmed summary judgment dismissing ERISA Section 510 and disability discrimination claims, but reversed as to age discrimination claims. Upon hiring, Plaintiff was immediately given health benefits. A few months later, shortly after disclosing health problems regarding his wife, plaintiff was terminated. To support his ERISA Section 510 claim, Plaintiff averred that disclosure of his wife’s health information triggered his termination because of defendant’s fear that health benefit expenses would increase. Defendant asserted that plaintiff was a temporary employee and hired to work on short-term matters that were completed. The court noted that plaintiff’s theory of the case depended on inferential evidence, and ruled that his evidence fell short of showing the specific intent needed to establish his benefit interference claim. In contrast, the court ruled that inferences of discrimination are sufficient to meet plaintiff’s burden for prima facie age discrimination claims, and that genuine issues of material fact surrounded the proffered reason for termination