Hello,

Anonymous

October 20,2023 at 2:18PM UTC

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Hello,

Would like to get advice on whether anyone has insight on whether I should submit a case to HR regarding a PIP I received, with many contents I disagreed with. My manager is asking me to sign and return a PIP by Monday and I expressed I there are many contents of the PIP I do not agree with and would like the chance to include my response. My companies policy is this would have to be submitted to HR separately in a case, which apparently can take 3-5 business days to be reviewed.

Should I try to push the signing of the PIP back by starting this case? I honestly don't feel comfortable signing something I do not agree with.

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AnonymousOctober 20,2023 at 2:42PM UTC
Many PIP's contain language the employee is signing only to acknowledge it was given.
If this language isn't there you could sign and add a sentence that you are acknowledging it was given and will be providing your view of the situation.
AnonymousOctober 20,2023 at 3:09PM UTC
I would actually write that you are acknowledging receipt only and not agreeing to the contents of the PIP if it is false. Write a rebuttal. Even if it goes nowhere you have done your own self due diligence. Agree with the other Anonymous responder on 10/20.
Tammy HagerOctober 20,2023 at 3:47PM UTC
No l wouldn't sign if it's inaccurate. However you will probably get hit with it's just an acknowledgment that you are signing not that you're agreeing to what's on here
AnonymousOctober 20,2023 at 4:15PM UTC
Signing the PIP is not legally binding you to anything. It serves as confirmation that you received it.
If you do not agree with it, then follow the process to submit your rebuttal with your evidence.
On the few occasions that I have had an employee refuse to sign a PIP, I would send the PDF of the PIP to the individual, cc'ing their manage with a note stating specifically acknowledging their refusal to sign, reminding them that whether or not they sign the PIP, it is still in effective along with mentioning any follow-up meetings or whatever.
AnonymousOctober 20,2023 at 4:38PM UTC
The process is usually you sign that your been giving a copy and then you submit your rebuttal where you provide your version and list those items the PIP had incorrect.
Very few people ever agree with the PIP contents. That's why you have the opportunity to rebut.
AnonymousOctober 20,2023 at 4:56PM UTC
I’d suggest consider re-writing the PIP yourself and bring it with the action plan to your meeting.
Even if you and the boss disagree on the contents, most bosses really just want you to commit to an action plan that supports your overall performance at work. This is your opportunity to show them that you’re taking ownership of your own development.
AnonymousOctober 20,2023 at 8:53PM UTC
You can write your response, but in my experience there is a ton of documentation and close HR collaboration by the time a PIP is on the table so keep your expectations low. Often the reason for the PIP in the first place is that you don't think the job duties include or require the same things the manager does. Disagreeing with the manager isn't generally the path to longevity. I'm not saying there are never unfair expectations or failure to communicate clearly, but I am saying that's not my first thought on what's going on when I hear a PIP is being implemented. And regardless, insisting your perspective is the correct one and your manager's perspective is wrong is unlikely to result in you still being employed in the same role at the end of the PIP. Good luck.
Heather (she/her)October 21,2023 at 12:13PM UTC
Definitely submit your response. You always want your side on record.
AnonymousOctober 21,2023 at 4:58PM UTC
Write a rebuttal and provide detailed evidence if you have it. Definitely respond because to not respond will cause your greater issues. You should find out if this is a fixable pip and if it is not speak to a labor lawyer and determine if you can pursue any action because of this or simply look for another job. Good luck.
AnonymousOctober 24,2023 at 1:34PM UTC
Absolutely agree! A few years ago my company started PIPping people over mainly age 50 and older (They threw in one who was about 39 so it couldn't be called discriminating against those over 40). We're talking about respected, known people in their field. The accusations were laughable. Our union took over, went to arbitration and the company lost. If you have a union, use it. If not, I agree with another poster who said to tell them you won't sign without talking to a lawyer. HR is not your friend or helper. They are complicit. Good luck.
AnonymousOctober 24,2023 at 5:01PM UTC
please do not lump all HR people into this posters experience. As a seasoned professional in HR for more than 30 years I find your commentary pretty unfair and biased.
AnonymousOctober 24,2023 at 9:24PM UTC
If you are a fair, seasoned HR professional, that's great and I applaud you. My comment is based on firsthand experience. There is nothing biased or unfair about reporting what truly happened to each and every one of us in the PIP process while HR turned their backs.
Amy GrimshawOctober 22,2023 at 2:26PM UTC
Hr knows about the pip, there’s no point. You’re not doing your job to their satisfaction, or they simply just don’t like you. You can turn things around by doing what’s asked of you, or leave. There’s nothing HR will do at this pint they have already started the firing process
AnonymousOctober 23,2023 at 3:13PM UTC
Yes, this! And make sure you make a copy after you write this.
William WestOctober 23,2023 at 5:39PM UTC
Again talk to a good
headhunter.
Talk to people you trust. In your business. Talk to your manager if he is a good manager. Be careful.
Terry CostelloOctober 23,2023 at 6:02PM UTC
HR, unfortunately is Not here for the employees. HR is only going to protect the companies Asset.
I suggest talking to a lawyer who represents employees.
AnonymousOctober 23,2023 at 8:29PM UTC
I had a friend in a similar situation. She was asked to sign a very bad PIP. She simply said « let me talk to my lawyer first » an magically the fake accusations disappeared
Shelly EdwardsOctober 24,2023 at 1:16PM UTC
Did you first try speaking with your manager regarding the points you disagree on? If not, I would start there. Then if that doesn’t work, I’d let your manager know that you have submitted the case to HR per company policy and will wait for their feedback before signing the PIP. Good luck!
William WestOctober 25,2023 at 11:32AM UTC
Dear HR person. You are right! My apologies. There is no more valuable person to a business than a good HR person. Unless it’s a Babe Ruth or Ted Williams