Los Angeles, CA- When working for any media-geared company that is solely based online, you are generally going to find two things. One will be fatigued employees working endless hours to ensure their employer is satisfied with their success rates, and two, a significant amount of pressure. Some of the major online companies such as Amazon, Google, and Yahoo didn’t become one of the top ranking sites by allowing their workers to become lax on the job. Rather, their employers often face the burden of not only keeping their employers content and the company continuously receiving rave reviews, but to hang tight of their job as well.

Employment and labor attorneys in California highlight a lawsuit that is currently in the works to be investigated involving a former Yahoo Inc. employee and the company itself. Gregory Anderson is claiming that the media giant manipulated his quarterly performance which led to his wrongful termination. The Los Angeles Times just recently published the article, however, it was back in 2014 when the issue for Anderson occurred.

employment and labor attorneys in CalifroniaAccording to the article, Yahoo Inc. gives its employees an opportunity to have their performance reviewed, and then receive helpful feedback to determine whether they are permitted to “engage in increasingly larger opportunities,” or encourage them to strive for a higher rating. The problem with this system is that as part of the second step in the review process, higher-level management provides their input, however, employees are never contacted by them or informed of just how their score was modified or why. As a result, those who hold a seemingly low-performance rating is often let go, and forced to find another job.

California labor and employment lawyers acknowledge that while Anderson was first praised for his exceptional work, he then apparently fell into a lower performing category which ultimately meant he would no longer work for the company. His concern developed as he learned of his lay off when he was completing a fellowship program in which he was permitted to attend, however, his termination was an apparent violation “of the state and federal WARN acts,” which states that not only are workers required to be informed before such a large layoff transpires, but that they should receive compensation for up to 60 days after being dismissed.

Labor law legal representatives also note that allegations of gender discrimination will be brought to the courts attention seeing that Anderson is claiming more women were being hired, and an increase in men were being demoted or laid off.

While it expected that employees working for companies like Yahoo can’t be kept around if they are not contributing to the success factor, it seems a bit unclear as to how a worker goes from earning the highest performance score, and dropping down to the bottom resulting in an immediate layoff. Anderson believes some form of manipulation occurred, however, it is up to the courts as well as the evidence his employment law attorney in California can provide to prove his firing was an injustice.