Read the following excerpt from a US court opinion:
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(3) plaintiff was terminated; and (4) the employer assigned, at least temporarily, a younger person with no better credentials to do the same work. Hagtof v. Northwest Rehabilitation, Inc., 910 F.2d 492, 493 (8th Cir.1990). See, e.g., McDonnell Douglas Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973). Once the plaintiff proves her prima facie case, the employer must come forward with a legitimate, nondiscriminatory reason for the dismissal. If the employer does so, the plaintiff must set forth specific facts which show that the employer's stated reason is merely a pretext for intentional discrimination. Texas Dep 't of Community Affairs v. Burdine, 450 U.S. 248, 256, 101 S.Ct. 1089, 1095, 67 L.Ed.2d 207 (1981). 11 .See Biggins, - U.S. at -, 113 S:Ct. at 1706  (emphasis in original). 12 . Schibursky makes
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What is the most suitable continuation to the opinion? Your options are:
A. holding that age discrimination is not a personal injury tort
B. holding that a statement of fact relating to the plaintiffs age was not direct evidence of age discrimination because the relevance of the comment is provided by inference
C. holding that if the plaintiff makes out a prima facie case of age discrimination the employer must show that the discharge was based on reasonable factors other than age  and if the employer meets that burden the plaintiff must show that age was a determining factor in the discharge
D. holding that adea plaintiff had failed to make a prima facie case of age discrimination when he was replaced by someone only two years younger and within the protected age group and there was no other evidence of age discriminatory motive
E. holding that when the employers decision is wholly motivated by factors other than age the problem of inaccurate and stigmatizing stereotypes disappears this is true even if the motivating factor is correlated with age as pension status typically is
Reply with [A, B, C, D, E] only.