Employee’s Second Response to Receiving Performance Improvement Plan
Sometimes, an employee’s first efforts to “Push Back” at a Performance Improvement Plan do not accomplish the goal of having it removed or changed. For these people, we offer this second “PIP” Model Letter, intended to raise the issues to a higher level of authority at the employer. Most commonly this is ether the CEO or the Board Members, who have greater authority – and responsibility – for matters of misrepresentation and fraud, which false PIP’s generally are.
• Purchase it separately, or as part of our “PIP Bargain Bundle”
• Purchase it separately, or as part of our “Ultimate Performance Review Package”