When You Are Put On A Performance Improvement Plan (PIP)
Being put on a performance improvement plan (PIP) is often a sign of something bigger. A PIP, referred to as a final warning or last chance warning by some employers, may be the first step in an employer’s quest to terminate an employee. It may also be a form of retaliation. As such, employees have the right to protect themselves. The Columbus performance improvement plan attorneys at Mowery Youell & Galeano, Ltd., use more than 30 years of experience to counsel employees as to their rights and options in these situations.
Problems With Performance Improvement Plans
PIPs can come with a variety of problems. One of the more prominent is inaccuracies. Does the PIP state accurately what led to the employee being put on the plan? Another concern is the clarity of the goals of the plan. Is a goal vague or ambiguous or subjective instead of objective? Matters become even more challenging depending on the person the employer has chosen to oversee the plan. Is it the same person who initiated the plan?
How A Lawyer Can Help
Our goal in these cases is not only to help you succeed in your performance improvement plan and make sure you keep your job, but to prepare you if you are being tracked toward termination. We will review the plan and guide you toward the steps you can take to succeed, while making certain that the steps you take are properly documented. We will also provide tips to protect yourself such as finding allies in your company.
The reality is that there may be increased conflict within the company, so we may encourage you to begin searching for another job. If you are terminated inappropriately after following a PIP, we will review options for legal recourse.