top of page
Search
  • Writer's pictureS. Anne Marie Archer

4 Things to do if your employer puts you on a PIP

Updated: Mar 4

Disclaimer: The information provided in this blog post is for informational purposes only and does not constitute legal advice. It is important to consult with legal professionals for guidance on specific legal matters.

Results on engagements and online courses may vary, successful outcome is not guaranteed.


So, you've found yourself on a Performance Improvement Plan (PIP) at work. Feeling worried? You should be. Let's delve into what a PIP entails and what you can do about it.

 

A PIP is essentially a structured roadmap provided by your employer to help you enhance your performance if you're struggling. It outlines clear goals, expectations, and a timeline for improvement, often with regular check-ins and support from managers. However, it's crucial to recognize that being placed on a PIP means your employer is closely monitoring you, with termination as a potential outcome. The PIP serves as documentation to justify termination, ensuring it's perceived as performance-related rather than discriminatory or retaliatory.

 

If you're facing a PIP and suspect it's discriminatory or retaliatory, immediate action is necessary. Here are four steps to consider:

 

1.             Self-Reflection

Start by honestly assessing your performance. Review your job description, recent performance reviews, and feedback from your manager. Reflect on whether the claims in the PIP are valid. If you've raised concerns about discrimination or wrongdoing, consider if the PIP could be retaliatory.

 

2.             Gather Documentation

Collect evidence of your actual performance and any instances of discrimination or workplace issues. This includes performance reviews, meeting notes with managers, and relevant emails.

 

Utilize tools like the AntiHR Documentation Journal to ensure you're documenting effectively.

 

 

 

3.             Document Workplace Dynamics

 Take note of any discriminatory actions impacting you based on protected characteristics. Can you establish a connection between the PIP and your previous reports of discrimination? If so, it could be a violation of federal, state, or local law, potentially leading to negotiation for severance.

 

4.             Challenge the PIP

Schedule a meeting with HR to address your concerns about the PIP. Present your evidence and express if you believe it's retaliatory. Follow up in writing and retain a copy for your records. Avoid providing all your documentation verbally; HR can access the same information.

 

Remember, managers use PIPs primarily to establish grounds for termination based on performance issues. If you suspect retaliation for reporting discrimination or illegal activities, take swift action to challenge it.

 

For further insights on navigating PIPs, check out my YouTube video "4 Things to Do If Your Employer Puts You on a PIP"

 




Facing a PIP can be daunting, but with the right approach and resources, you can navigate it effectively. Stay proactive and advocate for your rights in the workplace.

 

If you are on a PIP and believe it is retaliatory for your reporting discrimination or other illegal activity in your workplace ACT QUICKLY to challenge it.

 

You can find everything you need to know to learn how to effectively challenge discrimination in your workplace and cash out with severance pay by grabbing access to my online course,

 

 



Usually Priced at only $599 – a fraction of my one-to-one engagement fee –this 2024 Spring Sale get access to the course for only $399!



This course equips you with strategies and tactics needed to identify, document, communicate, and ultimately request your exit from a discriminatory hostile work environment.


Explore the course and take the necessary steps towards reclaiming your professional narrative.

 


For more tips about navigating and escaping difficult HR situations,


Follow me on IG and TikTok at theantihrhrlady

 

And

 


HR is not your enemy, but they are definitely not your friend, I am. 


127 views0 comments

Comments


Post: Blog2_Post
bottom of page