In $1989,$ Ms$.$ Castillo, born February $22,1967,$ in the Dominican Republic, began working for Allegro, a company that oversees all of the marketing and promotions for several brands of all$-$inclusive resorts in Aruba, Costa Rica, the Dominican Republic, and Mexico, including Occidental. Through the years, Allegro promoted Ms$.$ Castillo several times. She had two children and took maternity leave each time, but she continued to fulfill her duties at Allegro. On May $29,2009,$ with management citing a reduction in force, Ms$.$ Castillo was terminated. She was $42$ years old. According to the complaint, Allegro$$s global vice president, Luis Namnum, and its vice president of North America, Jorn Kaee, began harassing her in September $2006($when she was $39$ years old$)$ and terminated her on May $29,2009,$ because she is female and in her late $30$s to early $40$s$.$ On September $1,2006,$ while Ms$.$ Castillo was working from home on maternity leave, Mr$.$ Namnum criticized her work and told her, $$Brigitte$,$ I want a young boy in your position.$$ He told her he would think about what to do with her. Then, on October $20,2006,$ Ms$.$ Castillo returned to her Miami office from maternity leave to find a young man named Carlos in her office awaiting training. A couple of weeks later, Mr$.$ Namnum sent Carlos to Ms$.$ Castillo for additional training, telling her that Carlos would take over a portion of her work and stating, $$I know it is hard to give your job away, but you must grow even against your will.$$

If the company fires Ms$.$ Castillo, are there sufficient facts here to support an ADEA claim? If so$,$ is this a case that can be disposed by the judge$$s summary judgment, or must a jury make credibility determinations before judgment can be rendered? $[$See Castillo v$.$ Allegro Resort Marketing, $$ Fed. Appx. $,2015$ WL $1214057(11$th Cir. $2015).]$