NOT FOR PUBLICATION
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                            UNITED STATES COURT OF APPEALS

                                FOR THE FIRST CIRCUIT



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        No. 96-2036



                                     ALVIN TERRY,



                                Plaintiff, Appellant,



                                          v.



                         ELECTRONIC DATA SYSTEMS CORPORATION,



                                 Defendant, Appellee.



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                     APPEAL FROM THE UNITED STATES DISTRICT COURT



                          FOR THE DISTRICT OF MASSACHUSETTS



                     [Hon. William G. Young, U.S. District Judge]
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                                        Before



                                Boudin, Circuit Judge,
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                            Bownes, Senior Circuit Judge,
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                              and Lynch, Circuit Judge.
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            William  F. Green  with  whom  Robert A.  Rossi was  on  brief for
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        appellant.

            Charles A.  Linn  with  whom Michael  H. Olvera,  Electronic  Data
            ________________             __________________

        Systems  Corporation, Office of the General Counsel, Robert P. Joy and
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        Morgan, Brown & Joy were on brief for appellee.
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                                    April 24, 1997

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                 BOUDIN,  Circuit  Judge.    This  is  a  straightforward
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            employment discrimination  case  brought by  appellant  Alvin



            Terry under  both the federal  and state  anti-discrimination



            statutes.  42 U.S.C.   2000e-2(a)(1); Mass. Gen. L. ch. 151B,



              4(1).   Terry claims that  he was not hired  as a permanent



            computer operator  at Electronic Data Systems  because of his



            race.    Terry was  a temporary  employee  who was  offered a



            permanent  position subject  to a  background check;  but the



            offer was withdrawn after that check. 



                 The  district court  granted  the employer's  motion for



            summary judgment,  finding that  Terry had made  out a  prima
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            facie  case but  that the  presumption of  discrimination had
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            been negated  because the employer provided  an adequate non-



            discriminatory reason for not  hiring Terry--namely, that the



            background  check revealed  that Terry  had a  credit problem



            relating to  an  unpaid  student loan  and  Terry  showed  no



            concern when asked about the matter.  Since Terry did not put



            forward any substantial evidence of discrimination beyond the



            prima facie case and produced no evidence that the employer's
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            stated reason was pretextual, this disposed of the case under



            both the federal and state doctrines.



                 We need not consider  whether or not a prima  facie case
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            was  made out by Terry, since  it is crystal clear that apart



            from  a   prima  facie  case,  no   substantial  evidence  of
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            discrimination was  presented, nor  any  basis for  believing







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            that the non-discriminatory explanation of the employer was a



            pretext.   Terry's efforts on appeal to manufacture a factual



            conflict  out   of  some  pleading   discrepancies  and   his



            speculative  appraisals of the employer's attitude toward him



            are too thin to warrant any extended discussion.



                 Affirmed. 
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