“Young and PIP’ed? Here’s five thoughts to ponder.”
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“Young and PIP’ed? Here’s five thoughts to ponder.”
“HR has not responded to PIP pushback; should I involuntarily resign?”
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“HR has not responded to PIP pushback; should I involuntarily resign?”
“Seven Good Reasons ‘PIP-Pushback’ should not be by an Attorney”
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“Seven Good Reasons ‘PIP-Pushback’ should not be by an Attorney”
“Can I say ‘Skip the PIP’ and go straight to severance?”
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“Can I say ‘Skip the PIP’ and go straight to severance?”
“Is it possible to push back at a Performance Improvement Plan, and then succeed in it?”
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“Is it possible to push back at a Performance Improvement Plan, and then succeed in it?”
“Does the Sarbanes-Oxley Act, or other laws, protect lower-level employees of not-for-profits?”
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“Does the Sarbanes-Oxley Act, or other laws, protect lower-level employees of not-for-profits?”
“Must I acknowledge receipt of my Performance Improvement Plan?”
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“Must I acknowledge receipt of my Performance Improvement Plan?”
“Are Performance Improvement Plans enforceable as contracts?”
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“Are Performance Improvement Plans enforceable as contracts?”
“Is it worthless to approach Management about a false Performance Improvement Plan?”
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“Is it worthless to approach Management about a false Performance Improvement Plan?”
“Bully Boss gave me a PIP; what now?”
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“Bully Boss gave me a PIP; what now?”
“Why do employers bother giving employees Performance Improvement Plans (“PIP’s”), if they always fire them after?”
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“Why do employers bother giving employees Performance Improvement Plans (“PIP’s”), if they always fire them after?”
“How could I be placed on a Performance Improvement Plan if I am a salesperson and I have achieved 200% of my sales goal?”
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“How could I be placed on a Performance Improvement Plan if I am a salesperson and I have achieved 200% of my sales goal?”