U. Performance Improvement Plans and Reviews

"A successful man is one who can build a firm foundation
With the bricks that others have thrown at him."
David Brinkley, Broadcast Journalist

i. Performance Reviews

1. NL 1: Always “Push Back” at Poor Performance Reviews
2. NL 2: Performance Review Approaching? 12 Ways to Enhance Yours
3. NL 3: Performance Review a Problem? 16 Steps to a Robust Rebuttal
4. QA 1: “Asked to sign 30-day Notice of Termination based on Performance Criticisms – What Should I Do?”
5. QA 2: “Do I have a right to a copy of tape-recorded performance review meetings?”
6. QA 3: “My employer engages in a process called ‘forced ranking,’ which was used to give me my first negative review in 10 years, and deny me severance. Anything I can do?”
7. QA 4: “How should I respond to a retaliatory, dishonest and negative Performance Review?”
8. QA 5: “Do I have a right to have an independent person accompany me to a performance review meeting?”
9. QA 6: “How can I, as an HR professional, help managers improve employee performance?”
10. QA 7: “If I’m moving over to a different manager at my company, need I object to a false, negative Performance Review?”
11. QA 8: “How can I overcome a poor in-company reputation?”
12. QA 9: Performance Review a Problem? 16 Steps to a Robust Rebuttal

ii. PIP's - General Info

1. QA 1: Performance Improvement Plan (“PIP”) – Can My New Boss Do That?
2. QA 2: Tricked into signing a Performance Improvement Plan (“PIP”). Anything I can do now?
3. QA 3: “Performance Improvement Plan – Questions”
4. QA 4: “Can my manager put ‘hearsay’ into my PIP?”
5. QA 5: “Should I bring someone with me to a meeting about a Performance Improvement Plan (‘PIP’)?”
6. QA 6: “How often do people ‘succeed’ or ‘survive’ Performance Improvement Plans?”
7. QA 7: “Am I supposed to have access to my Performance Action Plan or Performance Improvement Plan (“PIP”), and the progress I am making on it?”
8. QA 8: “How could I be placed on a Performance Improvement Plan if I am a salesperson and I have achieved 200% of my sales goal?”
9. QA 9: “Why do employers bother giving employees Performance Improvement Plans (“PIP’s”), if they always fire them after?”
10. QA 10: “Is it worthless to approach Management about a false Performance Improvement Plan?”
11. QA 11: “Can I say ‘Skip the PIP’ and go straight to severance?”
12. QA 12: “Young and PIP’ed? Here’s five thoughts to ponder.”
13. QA 13: “Offered severance at the end of a Performance Improvement Plan; can I ask for more?”
14. QA 14: “Threatened PIP has not arrived; should I do anything?”

iii. PIP's - How to Respond

1. QA 1: “Being Placed on a Performance Improvement Plan (“P.I.P.”). What should I do?”
2. QA 2: Must I Sign a Performance Improvement Plan (“PIP”)?
3. QA 3: “After challenging a PIP, unsuccessfully, should I continue up the ladder, or go through the PIP process?”
4. QA 4: “This Performance Improvement Plan (‘PIP’) stuff seems so complicated, confusing and overwhelming. Is it really possible to beat this?”
5. QA 5: “Boss unreasonable in evaluating success of PIP. Any thoughts?”
6. QA 6: “My Performance Improvement Plan (‘PIP’) seems irrational. What should I do?”
7. QA 7: “My employer did not follow the Performance Improvement Plan I was placed on. What should I do?”
8. QA 8: “What can I do if I was placed on a Performance Improvement Plan (“PIP”), and my Manager seems to be sabotaging my improvement efforts?”
9. QA 9: “Is there a way to tell if a Performance Improvement Plan (“PIP”) is honest, or fraudulent?”
10. QA 10: “How do I contest a Performance Improvement Plan (“PIP”) in a ‘non-attacking’ manner?”
11. QA 11: “I’ve been placed on a Performance Improvement Plan (“PIP”) for not being proficient in something that is not even part of my job. What can I do?”
12. QA 12: “Bully Boss gave me a PIP; what now?”
13. QA 13: “Are Performance Improvement Plans enforceable as contracts?”
14. QA 14: “Must I acknowledge receipt of my Performance Improvement Plan?”
15. QA 15: “Does the Sarbanes-Oxley Act, or other laws, protect lower-level employees of not-for-profits?”
16. QA 16: “Is it possible to push back at a Performance Improvement Plan, and then succeed in it?”
17. QA 17: “Seven Good Reasons ‘PIP-Pushback’ should not be by an Attorney”
18. QA 18: “Should I respond in my “PIP Meeting” or after, in writing?”
19. QA 19: “Followed your PIP method. Didn’t work. What next?”
20. QA 20: “Negative Performance Review without Warning; Is There a Case?”

iv. PIP's - Related to Health, Medical Leaves and Pregnancy

1. QA 1: “I’m out on medical leave, placed on P.I.P., let go, and in need of a referral for legal assistance . . . can you help?
2. QA 2: “I’m on FMLA leave and was just notified I’ll be placed on a Performance Improvement Plan (“PIP”) when I return. Is this legal?”
3. QA 3: “I’m 35 weeks pregnant, and just been put on a questionable Performance Improvement Plan. Can you help?”
4. QA 4: “Placed on a Performance Improvement Plan (“PIP”) the day I returned from maternity leave. How do I submit an Involuntary Resignation letter?”
5. QA 5: “Since I was diagnosed with ADHD during my Performance Improvement Plan (‘PIP’), should that affect things?”
6. QA 6: “What can I do if I was put on a Performance Improvement Plan in response to my taking a FMLA leave of absence?”
7. QA 7: “HR has not responded to PIP pushback; should I involuntarily resign?”
8. QA 8: “Pregnant and PIP’ed – What should I do?”

v. PIP's - Termination, Interviews and Future Employment

1. QA 1: Can a future employer find out I was placed on a Performance Improvement Plan (called a “PIP”)?
2. QA 2: How do I explain being placed on a Performance Improvement Plan (“PIP”) to an interviewer?
3. QA 3: “Ever heard of a Performance Improvement Plan (PIP) being used to force retirement?”
4. QA 4: “After successfully completing a Performance Improvement Plan, yet still told ‘It’s just not working out’ and let go, will I be entitled to unemployment insurance?”
5. QA 5: “If I sign a Performance Improvement Plan, if I am let go, might I get a Severance Package?”
6. QA 6: “If I am on a Performance Improvement Plan, and fear I might get fired soon, should I tell a prospective employer who will soon be checking my employment history that I am thinking of resigning?”
7. QA 7: “I did not pass my Performance Improvement Plan. Is it too late to contest it?”
8. QA 8: “After resigning, must I ‘close out’ a Performance Improvement Plan?”