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
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This section introduces you to perhaps the most perplexing experience in the employment relation: the Performance Improvement Plan, or "PIP."
Considering their name, Performance Improvement Plans should be designed to help employees improve their job performance. Sadly, though many (if not most) PIP's are designed with a different purpose in mind: to get rid of employees without having to pay them severance.
Employees worldwide are increasingly faced with PIP's and the humiliation, the intimidation and the consternation they bring about. Many people mistakenly believe there is nothing an employee facing a PIP can do. Over the years we have found that there are effective ways to "push back at a PIP," and in this section present them.
Employees should do what they can to "push back at a PIP." Those who do take the time often end up keeping their jobs. Others who do all they can to "push back" end up with fair (or better) severance packages. At a very minimum, most employees who "push back at PIP's" are glad they did. This section shows you how.
Don't hesitate to take advantage of the videos, many articles, and Model Letters provided in this section, and all of the other educational, inspirational and empowering features our blogsite has to offer.
If you believe you may need either a telephone consultation, or counsel and representation on this or other matters, those services can be made available to you upon request.
"You are not alone, at work, any more." ™
i. Performance Reviews
- NL 1: Always “Push Back” at Poor Performance Reviews
- NL 2: Performance Review Approaching? 12 Ways to Enhance Yours
- NL 3: Performance Review a Problem? 16 Steps to a Robust Rebuttal
- QA 1: “Asked to sign 30-day Notice of Termination based on Performance Criticisms – What Should I Do?”
- QA 2: “Do I have a right to a copy of tape-recorded performance review meetings?”
- 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?”
- QA 4: “How should I respond to a retaliatory, dishonest and negative Performance Review?”
- QA 5: “Do I have a right to have an independent person accompany me to a performance review meeting?”
- QA 6: “How can I, as an HR professional, help managers improve employee performance?”
- QA 7: “If I’m moving over to a different manager at my company, need I object to a false, negative Performance Review?”
- QA 8: “How can I overcome a poor in-company reputation?”
- QA 9: Performance Review a Problem? 16 Steps to a Robust Rebuttal
ii. PIP's - General Info
- QA 1: Performance Improvement Plan (“PIP”) – Can My New Boss Do That?
- QA 2: Tricked into signing a Performance Improvement Plan (“PIP”). Anything I can do now?
- QA 3: “Performance Improvement Plan – Questions”
- QA 4: “Can my manager put ‘hearsay’ into my PIP?”
- QA 5: “Should I bring someone with me to a meeting about a Performance Improvement Plan (‘PIP’)?”
- QA 6: “How often do people ‘succeed’ or ‘survive’ Performance Improvement Plans?”
- 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?”
- 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?”
- QA 9: “Why do employers bother giving employees Performance Improvement Plans (“PIP’s”), if they always fire them after?”
- QA 10: “Is it worthless to approach Management about a false Performance Improvement Plan?”
- QA 11: “Can I say ‘Skip the PIP’ and go straight to severance?”
- QA 12: “Young and PIP’ed? Here’s five thoughts to ponder.”
- QA 13: “Offered severance at the end of a Performance Improvement Plan; can I ask for more?”
- QA 14: “Threatened PIP has not arrived; should I do anything?”
iii. PIP's - How to Respond
- QA 1: “Being Placed on a Performance Improvement Plan (“P.I.P.”). What should I do?”
- QA 2: Must I Sign a Performance Improvement Plan (“PIP”)?
- QA 3: “After challenging a PIP, unsuccessfully, should I continue up the ladder, or go through the PIP process?”
- QA 4: “This Performance Improvement Plan (‘PIP’) stuff seems so complicated, confusing and overwhelming. Is it really possible to beat this?”
- QA 5: “Boss unreasonable in evaluating success of PIP. Any thoughts?”
- QA 6: “My Performance Improvement Plan (‘PIP’) seems irrational. What should I do?”
- QA 7: “My employer did not follow the Performance Improvement Plan I was placed on. What should I do?”
- 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?”
- QA 9: “Is there a way to tell if a Performance Improvement Plan (“PIP”) is honest, or fraudulent?”
- QA 10: “How do I contest a Performance Improvement Plan (“PIP”) in a ‘non-attacking’ manner?”
- 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?”
- QA 12: “Bully Boss gave me a PIP; what now?”
- QA 13: “Are Performance Improvement Plans enforceable as contracts?”
- QA 14: “Must I acknowledge receipt of my Performance Improvement Plan?”
- QA 15: “Does the Sarbanes-Oxley Act, or other laws, protect lower-level employees of not-for-profits?”
- QA 16: “Is it possible to push back at a Performance Improvement Plan, and then succeed in it?”
- QA 17: “Seven Good Reasons ‘PIP-Pushback’ should not be by an Attorney”
- QA 18: “Should I respond in my “PIP Meeting” or after, in writing?”
- QA 19: “Followed your PIP method. Didn’t work. What next?”
- QA 20: “Negative Performance Review without Warning; Is There a Case?”
iv. PIP's - Related to Health, Medical Leaves and Pregnancy
- 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?
- 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?”
- QA 3: “I’m 35 weeks pregnant, and just been put on a questionable Performance Improvement Plan. Can you help?”
- QA 4: “Placed on a Performance Improvement Plan (“PIP”) the day I returned from maternity leave. How do I submit an Involuntary Resignation letter?”
- QA 5: “Since I was diagnosed with ADHD during my Performance Improvement Plan (‘PIP’), should that affect things?”
- 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?”
- QA 7: “HR has not responded to PIP pushback; should I involuntarily resign?”
- QA 8: “Pregnant and PIP’ed – What should I do?”
v. PIP's - Termination, Interviews and Future Employment
- QA 1: Can a future employer find out I was placed on a Performance Improvement Plan (called a “PIP”)?
- QA 2: How do I explain being placed on a Performance Improvement Plan (“PIP”) to an interviewer?
- QA 3: “Ever heard of a Performance Improvement Plan (PIP) being used to force retirement?”
- 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?”
- QA 5: “If I sign a Performance Improvement Plan, if I am let go, might I get a Severance Package?”
- 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?”
- QA 7: “I did not pass my Performance Improvement Plan. Is it too late to contest it?”
- QA 8: “After resigning, must I ‘close out’ a Performance Improvement Plan?”
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