An Ohio home building products company recently learned that there’s no substitute for proper training. One of the company’s managers questioned a 61-year-old employee with a stellar record about when he planned to retire. The manager also told the employee that he was too set in his ways and that the times have changed. The manager later heard that the employee had operated a machine without safety equipment and fired him without conducting a thorough investigation. The company replaced the employee with a significantly younger worker. When the employee sued for age discrimination, the company asked that the case be thrown out. But the court found that someone could infer discrimination from the manager’s age-related comments. It’s a good lesson. The company might have avoided this if it took a few commonsense steps like conducting annual anti-discrimination training and properly investigating alleged instances of employee misconduct.