Court hands Amazon clean win in discrimination case

Anderson received feedback through weekly one-on-ones, occasional skip-level meetings, and a written year-end review. Her 2020 review landed her a “least effective” rating – the lowest mark on Amazon’s performance scale at the time. On February 2, 2021, she was placed on a PIP, a 30- to 60-day structured coaching period designed to help employees improve. 

After the PIP started, Anderson raised concerns about disparate treatment, prompting Amazon to launch an internal investigation. Days later, on February 8, 2021, she went on medical leave and extended it multiple times, including beyond her FMLA entitlement, returning on July 7, 2021. 

When she came back, Amazon’s initial investigation found her discrimination claims unsubstantiated. Anderson pushed for a second review at a higher level. That investigation took a different view – it found that her supervisors may not have clearly communicated the extent of her performance issues. The recommendation was to remove her from the PIP. 

But Anderson resigned on September 20, 2021, before anyone told her the PIP was being lifted. Her last day was October 1. 

She then filed suit under Title VII, Section 1981, the ADEA, and the FMLA, claiming discrimination, retaliation, harassment, and hostile work environment.