In Reid v. Google, a former director-level employee at Google sued for age discrimination after he was terminated. A California Court of Appeal held that there was sufficient evidence of discrimination for plaintiff's claims to proceed to trial. Plaintiff claimed that Google had a general "youthful" atmosphere that was biased toward older workers. When plaintiff was terminated, he was allegedly told he was not a "cultural fit" at Google. Plaintiff presented evidence of age-related comments by key decision makers and coworkers, such as telling plaintiff he was "slow," "fuzzy," "sluggish," "lethargic," and that his ideas were "obsolete," and "too old to matter," and that coworkers referred to plaintiff as an "old man" and an "old fuddy-duddy." Plaintiff also presented statistical evidence that older workers at Google received worse ratings on their performance evaluations and lower bonus amounts than their younger counterparts. Further, the court found that Google originally informed plaintiff that he lacked a "cultural fit," but after his termination, the company stated that the termination was because of job elimination and poor performance. The court concluded there was sufficient evidence of discriminatory motive for plaintiff's claims to be heard by a jury.