Google Trial Shows Danger of “Ageist” Remarks
A 57-year-old former Google employee who alleges that he was fired based on his age has earned the right to proceed to trial on his claims.
Google hired Brian Reid as Director of Operations in 2002. Approximately one year later, Google moved him from that position to a job overseeing the company’s graduate program. Reid alleges that Google gave him insufficient staff and budget to succeed. On February 27, 2004, Google eliminated the program and his position.
A lower court granted summary judgment in favor of Google. The appeals court reversed, finding that Reid had presented enough evidence to warrant sending the case to a jury.
The case provides a valuable lesson for employers. In addition to expert statistical evidence of a correlation between age and performance rating and compensation, the court credited evidence Reid presented of “ageist comments” and a hostile work environment toward older workers.
Reid claimed that Google told him he was not a “cultural fit” with the fast-paced company despite solid performance ratings. He also alleged that he was called “lethargic,” “fuzzy” and “slow.”
As the workforce continues to age, more and more employers are facing similar suits. Older workers can be a valuable resource and often have tremendous skills and experience. Help your managers see the value of inclusiveness and diversity in the workplace and the dangers of making potentially discriminatory remarks and decisions. Performance reviews and workplace decisions should be founded on concrete facts — not hazy, highly subjective (and questionable) determinations such as those allegedly made by Google.
