I was put on a 60-day PIP that contained unrealistic goals. After the 60 days, I was them given a warning letter (a reprimand), then fired less than 3 weeks later. I collected a $10K severance less income tax and now I am getting ready to sue the company for wrongful dismissal. For people who aren't aware, wrongful dismissal means that full severance was not paid and employers hope you don't know about Common Law Entitlements (aka pay in lieu of of notice), which means 10s of thousands of dollars is owed to you.
As an older worker, I was constantly reminded about how I was hitting the top wage tier. I never had probems with my performance reviews until I got close to the top wage tier. All of a sudden, I got put on a PIP. Managed to survive it, but eventually retired.
Companies also implement PIPs as a tool to cover themselves legally, to create a paper trail to document why they were justified in letting the employee go. It's a way to counter wrongful termination lawsuits. When put on a PIP, be mindful that your employer is documenting everything according to the storyline that best suits them (i.e. your performance is below their minimum standards) they will go out of their way to nitpick and seize on every little mistake, all the while conveniently ignoring your accomplishments. The best way to counter is to document everything on your end: keep records of your accomplishments, proof of your competence in the workplace, as well as any sabotage attempts on the part of your employer (and yes, they will try).
@@stephla3851 It can be both. When sharing your documentation with a manager, ALWAYS be sure to do so in writing. You want to make a paper trail the exact same way that they are.
I was placed on a PIP by my supervisor, who was scheduled to retire two weeks later. So, another supervisor had to supervise the PIP. The PIP itself indicated no issues with the quality of my work, just the lack of communicating when I needed extra time to complete the work, which resulted in a failure to meet deadlines. The solution was to contact my supervisor when I needed more hours to complete the assignment. I guess my pride got in the way because I didn't want it to appear that I was not as good as others. I survived the PIP. Actually, my new supervisor ended it early, and life went on. And two years later, I'm still there. The timing was what bothered me the most. It was kind of like my former supervisor's retirement gift to me! She even told me that I could use her as a reference for any future jobs. No, thank you!
I was smart when I got a pip, I didn't quit and I did everything trying to show improvement which I knew was a futile effort but at the same time I was looking for a new job every spare moment and got one after a few weeks then quit once I had another job. Being fired after being at a company for a few years with a crappy reference makes it much more difficult finding a new job.
Working as surveillance in a casino I reported WAC violations to anyone that would listen lol. Got a PIP for "Not following the chain of command"- "Failure to report issues through appropriate channels" "Insubordination" - Because terminating me would have been seen as retaliation. However this just happened and I have a feeling the PIP is just bait into giving them a method of firing me with no liability of that by setting extreme high goals and basically using it to get rid of me in the end. We'll see.
I was put on a 60-day PIP that contained unrealistic goals. After the 60 days, I was them given a warning letter (a reprimand), then fired less than 3 weeks later. I collected a $10K severance less income tax and now I am getting ready to sue the company for wrongful dismissal. For people who aren't aware, wrongful dismissal means that full severance was not paid and employers hope you don't know about Common Law Entitlements (aka pay in lieu of of notice), which means 10s of thousands of dollars is owed to you.
As an older worker, I was constantly reminded about how I was hitting the top wage tier. I never had probems with my performance reviews until I got close to the top wage tier. All of a sudden, I got put on a PIP. Managed to survive it, but eventually retired.
Companies also implement PIPs as a tool to cover themselves legally, to create a paper trail to document why they were justified in letting the employee go. It's a way to counter wrongful termination lawsuits.
When put on a PIP, be mindful that your employer is documenting everything according to the storyline that best suits them (i.e. your performance is below their minimum standards) they will go out of their way to nitpick and seize on every little mistake, all the while conveniently ignoring your accomplishments. The best way to counter is to document everything on your end: keep records of your accomplishments, proof of your competence in the workplace, as well as any sabotage attempts on the part of your employer (and yes, they will try).
But do you approach your manager about your accomplishments, proof of competence, etc? Or is it just for your record keeping?
@@stephla3851 It can be both. When sharing your documentation with a manager, ALWAYS be sure to do so in writing. You want to make a paper trail the exact same way that they are.
I was placed on a PIP by my supervisor, who was scheduled to retire two weeks later. So, another supervisor had to supervise the PIP. The PIP itself indicated no issues with the quality of my work, just the lack of communicating when I needed extra time to complete the work, which resulted in a failure to meet deadlines. The solution was to contact my supervisor when I needed more hours to complete the assignment. I guess my pride got in the way because I didn't want it to appear that I was not as good as others. I survived the PIP. Actually, my new supervisor ended it early, and life went on. And two years later, I'm still there. The timing was what bothered me the most. It was kind of like my former supervisor's retirement gift to me! She even told me that I could use her as a reference for any future jobs. No, thank you!
I was smart when I got a pip, I didn't quit and I did everything trying to show improvement which I knew was a futile effort but at the same time I was looking for a new job every spare moment and got one after a few weeks then quit once I had another job. Being fired after being at a company for a few years with a crappy reference makes it much more difficult finding a new job.
Very often PIP is a tool in which the Manager is getting rid of the employee.
PIP = paid interview period. Look for a new job
Sadly, that’s usually the way it goes
Subscribing now!
Working as surveillance in a casino I reported WAC violations to anyone that would listen lol. Got a PIP for "Not following the chain of command"- "Failure to report issues through appropriate channels" "Insubordination" - Because terminating me would have been seen as retaliation.
However this just happened and I have a feeling the PIP is just bait into giving them a method of firing me with no liability of that by setting extreme high goals and basically using it to get rid of me in the end. We'll see.