Falsified PIP - has anyone refused to sign one? I have a 'next step' call with HR this afternoon so just curious what I'm to expect.

76 Comments

1. AnonymousFebruary 28,2025 at 4:16PM UTC

   Signing the PIP does not mean you agree with it, and there should be a statement to that effect in the signature block. The signature only means you have received it and have the right to respond if you disagree. Gather and print all of your evidence, screen shots, etc., because if they terminate you, they will try to deny you unemployment, stating you were fired "for cause." The rules vary by state, so I'm only giving you my experience. In my case, I was terminated, and they tried to say it was "for cause" because I had been on a PIP. I won the case for two reasons: 1) the PIP had expired, and 2) the reason for the termination had nothing to do with the PIP. I agree that you need to get out of there ASAP, but if you don't find something before it gets intolerable or they terminate you, you will need to build a case with the UI division of your DOL to collect any unemployment. Start researching this now. Make sure you save the emails, the 30-60-90-day plan, the timelines, the "unofficial PIP" you were given before the official one, plus all of the screen shots or logs of chat sessions. Trust me, if your PIP does not contain those elements I describe, the judge at UI will rip them if they try to appeal your unemployment.

2. AnonymousFebruary 28,2025 at 4:29PM UTC

   Interesting, there is no statement to that affect or any language saying I can dispute it or that I can disagree, etc. It basically says that I have violated the terms of my employment by violating X, Y, Z and not meeting expectations and that "continued efforts to correct this has been unsuccessful so this serves as final written warning and next steps would be termination" then says I need to sign.

3. AnonymousFebruary 28,2025 at 4:48PM UTC

   Yet your performance appraisal says "meets expectations?" Something is rotten here, and you should start looking for work elsewhere as they are trying to force you out. In the meantime, contact an employment attorney (one who works with employees, preferably under contingency) for an initial evaluation of your situation. Most will do this for free or at a significantly discounted hourly fee, so ask about that. Whether or not you engage an attorney, if they terminate you, they can't appeal unemployment under a "for cause" claim unless there is a significant and documented infraction (for example, an assault or imbezzlement).

4. AnonymousFebruary 28,2025 at 5:46PM UTC

   This seems to come up on occasion on this board. Signing a PIP (or a review for that matter) does not indicate you agree to it, it is not legally binding document...your signature is to acknowledge that you have received that. If you have all that documentation, then I'd recommend you sign and return the document with a response from you countering the claims of your boss with your evidence to back it up.

5. AnonymousFebruary 28,2025 at 7:53PM UTC

   Refusing to sign a PIP isn't necessary. It's more a formality. 99% of people put on a PIP don't agree with the contents.

   Just respond with your comment for the file and move on.

   The reality is your boss is simply going through the motions to terminate you. She isn't entertaining feedback and isn't going to do anything to help you remain employed. She isn't concerned that you have bills to pay.

6. AnonymousFebruary 28,2025 at 10:01PM UTC

   Lawyer up, just to get a consult. Give documentation and succinctly so that all of this makes sense. Put no emotion in this whatsover. Get your resume updated and hopefully you can get out of your godawful company soon. They are messed up.

7. AnonymousMarch 1,2025 at 5:28AM UTC

   No one has to sign a PIP. It makes no difference. The company can let you go for no reason whatsoever.

8. AnonymousMarch 1,2025 at 1:42PM UTC

   You can claim unemployment, a very similar thing happened to me and I was initially denied unemployment benefits but I appealed and had a hearing where I had to convince I did not leave voluntarily.

9. AnonymousMarch 1,2025 at 2:11PM UTC

   The laws and policies vary by state. Where I live, if I was put on a PIP and failed to meet its conditions, a company could claim a "for cause" termination to deny unemployment (at least that was the way the policies were written when I was "laid off" disguised as a "for cause" termination). At the hearing, I brought the PIP they were trying to claim was their proof of cause and the termination paperwork. The PIP was for a minor infraction, but because it happened with a patient, they were required to write it up. It never happened again, and the PIP expired. The termination indicated something else entirely, and when the appeals judge asked my employer (and her attorney) what that had to do with the PIP, she said nothing. When he asked her how it was going to find another candidate to replace me (it had been two months since my termination), she responded that they had absorbed my role into the duties of two others with the same job title. At that point, the judge chewed her and the attorney out for trying to get out of paying unemployment by laying someone off.

   What many people don't know is that the company pays an unemployment insurance policy to the state, which manages the policy based on the DOL laws for that state. Like any other insurance policy, the more claims the company has, the higher its premiums. The state requires most for-profit and some non-profit companies to provide this insurance. This is why companies, even in right-to-work states, will use a PIP before terminating someone. The company I worked for had a high turnover rate, so I'm sure that was their reason for not wanting another claim.

10. Sue BaldockMarch 1,2025 at 1:55PM UTC

    Take your talents elsewhere. This is a battle you likely won't win, and you have to decide if it's worth the fight. It's likely not.

11. AnonymousMarch 1,2025 at 2:00PM UTC

    I had this happen with a very toxic leadership team. I responded to the pip and disagreed on everything and even mentioned how I had exceeded expectations on my recent review and drop it off at hr. I told hr about everything that happened and she was livid. My boss was called in and reprimanded. I luckily found another job quickly and when I told them they were mad and my boss who threatened a pip cried. They even asked why would you want to leave? Honestly I have never seen a pip done in a way to improve an employee performance ever.

12. AnonymousMarch 1,2025 at 3:08PM UTC

    PIPs have been weaponized. I would take my talents elsewhere.

13. AnonymousMarch 1,2025 at 3:29PM UTC

    I was on a PIP at a job I had truly loved for the first four years, and then was completely miserable the last two, thanks to a change in my manager.

    Nearly every single thing on the PIP was COMPLETELY false and stuff I had paper trails to prove otherwise. I felt truly gaslit. The same day I was issued the PIP, a MAJOR higherup at my company responded all to rave that I was "spectacular." My LinkedIn was filled with recommendations from clients saying what a fantastic job I did. A few clients even asked me why I did so much and my manager (who they didn't know was my manager) did so little and if I could give him pointers.

    A few weeks into the PIP, when I was BREAKING MY BACK, my boss "accidentally" forwarded me an email to a coworker (not somebody I reported to in the slightest), prying him for critique on me and telling this other guy, "She is trying too hard."

    After I was put on a PIP and told I was about to get fired if I didn't improve, I FOUND OUT MY MANAGER WAS GOING AROUND TELLING COWORKERS I WAS TRYING TOO HARD.

    I confronted him, and he wasn't remotely embarrassed, just shrugged and said, "It's nothing personal. You weren't supposed to see that email."

    I had begun applying to jobs immediately when I was put on the PIP, and had actually turned DOWN three jobs in the first two weeks. I REALLY wanted to work things out. After the "trying too hard" email, I was done and knew I was going to get fired no matter what I did.

    I took the next job I was offered, which was 30K more than I was making, and four years later, have been promoted 3x and now make 3x what I was making at my old job. I get praised and celebrated all the time here. It's nothing like the last place, but I still carry a lot of issues for how I was treated and the PIP nonsense. It was terrible. I have not changed a SINGLE THING about myself, my work ethic or my work style. I have no idea what the last place wanted, but if the goal was to destroy my confidence and give me lifelong Imposter Syndrome, they succeeded!

    Without knowing you, I already know you deserve so much better.

14. AnonymousMarch 2,2025 at 1:35PM UTC

    I'd say your boss was most likely jealous.

15. AnonymousMarch 8,2025 at 3:08PM UTC

    A LOT of people have said that, and I honestly don't know what else the reason could be! He and I had the same job, except he was in another country and took care of that country's market. I really think he wanted me to do the bare minimum because he wanted to do the bare minimum and I was 100% making him look bad.

    He told me SO MANY TIMES that my results didn't matter, and even that good feedback didn't count, but would CLING to any remotely negative feedback he got about me. Only the negative feedback had any merit--not the major higher-up responding all to call me spectacular. It truly made absolutely no sense.

    I have heard from coworkers and clients since I left saying it was clear I was the only one on that team who actually did anything or get any results.

16. AnonymousMarch 1,2025 at 3:55PM UTC

    I was placed on a PIP that contained false allegations. Put everything you say to address the PIP in writing! This will be your documentation to keep if needed in the future.. I sent my responses to HR and copied my manager saying the PIP is not accurate. I was eventually unfairly terminated after taking FMLA leave and I filed a lawsuit. The lawsuit is going on now. Print your documents immediately saying you disagree with the PIP so you have them. HR will terminate your email if they let you go. Best of luck with this terrible situation!

17. AnonymousMarch 1,2025 at 4:35PM UTC

    Some companies say failing to sign a PIP is insubordination and they will fire you. Best case is to sign it but write on a succinct refuting of allegations on it and note that a detailed response is attached.

18. Colleen HansonMarch 1,2025 at 4:48PM UTC

    I once signed a falsified PIP and provided my own written narrative as to why I believed it to be false, along with a paper trail (emails, written communications, documents) that proved the PIP was false. I was then contacted by HR and basically told to just continue doing my job as though the PIP never happened. My manager became HORRIFIC to deal with, publicly shaming me in front of other employees for things that never happened, giving me 10x my original workload, taking away my ability to work overtime to complete the work being given, etc. My mental health suffered horribly. I believe that since I was able to successfully disprove the PIP that I became a target. I literally walked out in tears one day and never went back.

    On the flip side of that I had a friend that refused to sign a PIP that she claimed was falsified, and was issued the day after she tried to report sexual harrasment in the workplace, and she was immediately terminated.

    I would just keep plugging away at looking for new employment and trying to get out of there as soon as possible. Best of luck to you!!!

19. AnonymousMarch 2,2025 at 3:40AM UTC

    My PIP came not long after I was the ONLY person speaking up about how it wasn't a great idea to represent a "celebrity" (we were publicists) who had been accused of rape by multiple women.

    My boss told me, exact words, "But what about false accusations?" and "He still sells out talks, so most people don't agree with you that it's (you know, multiple rape accusations) is a problem."

    This was four years ago and I am still so, SO mad. Looking back, I wish I had really raised hell with how they handled the rapist situation. I wish I had gone public about it. It was appalling.

20. Maggie SoldanoMarch 1,2025 at 4:49PM UTC

    Siging a PIP is not agreement to the content, it's usually just acknowledgement that you received the document. (HR folks, ring in here to make sure I'm not remembering wrong.)

    The worst thing you can do is to look for justice in this situation. Take in the information as (horribly framed) feedback, do your best to consider what it's trying to tell you, and adapt your work practices accordingly. (if it's digital, you might even consider asking Gemini or ChatGPT what it recommends and what feedback is trying to be communicated.)

    In a different job market, I'd be giving different advice. But the key here is to figure out how to leave your role with a good recommendation.

    In hindsight, I had a horrible boss who gaslighted and disrespected me and my work for years. I wish I had engaged with a coach or CBT therapist when things started to escalate. It took me years to process, but I could have handled it better and just transferred out. But by the time I wanted to transfer, the boss had already "confided" in other managers what a "problem" I was. Kinda limited my opportunities.

    My recommendation is to make adjustments as much as you can and continue looking for a new position. Fighting this is only going to get you terminated. (I know, I'm sorry. That's harsh, but these days, it's just tough love.)

21. AnonymousMarch 1,2025 at 5:11PM UTC

    There are a few ways to directly address this. One is go into the meeting defeated and ask them to package you out as you don't see a way to defend yourself against this hostile workplace and you have hired an attorney. Second way would to to ask the head of the department and the HR person in tandem what you can do to de-escalate this after your meets expectations review as you believe a lot of this is simply not true. Don't get into the weeds with this because you won't get out alive. Signing or not signing is irrelevant but you should write a rebuttal to the untruths. Protect yourself by taking screenshots of everything and if you can find an attorney referral in your area who can advise you perhaps seek relief from hostile workplace. You could also file a claim with the EEOC for hostile workplace which would grant you some protections from being fired while an investigation is done. For whatever reason your manager has targeted you and wants you out. I assume they inherited you vs hired you? Often that is the case and they want to bring in their own people. Either way use the leadership person to advocate for your staying if they can perhaps move you under another person.

22. AnonymousMarch 2,2025 at 1:31PM UTC

    Absolutely agree about the signing vs not signing being irrelevant. They can still fire the OP without the signature. I have seen it happen.

23. AnonymousMarch 1,2025 at 5:33PM UTC

    This happened to me too. My boss didn’t like me & viewed as as a threat after I was getting praise from those above her.

    I signed the false pip. I spent time going forward applying to other jobs while still working there my last few weeks. If you want, you can add comments to the document pointing out all the errors (fact based & professional comments) pointing out & commenting on every error then sign it and send in. That could delay things, but ultimately looks like your job is ending.

    Being let go for performance you can still get unemployment. Stay professional there and let them know you want to improve.

    Hope you find something better. I remember that situation being awful. Better days ahead!

24. AnonymousMarch 1,2025 at 5:52PM UTC

    Gather everything you have (screen shots, email, Etc). Write up everything about the PIP that is incorrect, and outline exactly what happened. Attached all of this to the PIP. At your signature, note: see attached for my notes, I am disputing the facts - this way they can't "lose" the attachments and say you never sent them. It may not save your job, but at least you will have given them the correct info if they try to fight unemployment. Or, you may happen to get an HR rep that takes your side in this, even if it isn't because it is genuine, it could be to avoid a lawsuit.

25. AnonymousMarch 1,2025 at 6:04PM UTC

    This is called constructive termination. Don’t quit until you speak to an employment lawyer and don’t sign it. Tell them you don’t believe any of this is true and will not sign it until you have a chance to talk to an attorney about it. This 1 gets you off the hook to sign now and 2 puts them on notice that you’re seeking legal advice.

26. AnonymousMarch 2,2025 at 1:14PM UTC

    But why a PIP if you are meeting expectations?

27. RonaldMarch 2,2025 at 2:48PM UTC

    Performance reviews can be a check in the box for many supervisors and their company's don't actually review performance documents in hindsight.

    This is part of the documentation that should also be maintained and added to the CYA to show the leadership incompetency and miss direction in case something further occurs.

28. ken petersMarch 2,2025 at 1:17PM UTC

    Start gathering ALL evidence and talk to a lawyer now

29. LanaMarch 2,2025 at 1:26PM UTC

    I do not recommend refuse to sign. You can sign acknowledge receipt with disagreements.

    When i received my falsified PIP, I did this and escalated to HR and took medical leave. Lasted longer than I would have had I "followed" the plan.

    Also, document everything!

30. AnonymousMarch 2,2025 at 1:28PM UTC

    Don’t sign it!! This has happened to me before. If only I knew what I knew now. Please speak to an employment lawyer. You don’t want to quit it will impact your unemployment. Going HR is the right step, you’re right they’re not on your side but you need to document that you reported this behavior. Start transferring your evidence to something you own. You’ll need it. You’re sadly being pushed out and there’s no coming back from it. Update your resume, don’t quit. Let it play out, even request a payout/severance. But again speak to a lawyer before signing any, “layoff” docs because the wording sometimes can catch you up. But yes please please do not quit, don’t sign that pip, and please go talk to a lawyer. Worried about costs? A lot of lawyers for these cases don’t charge unless you win. You have a solid case since you have the evidence. Praying for your mental health, you got this, don’t let them back you into a corner.

31. RonaldMarch 2,2025 at 2:44PM UTC

    FACT!

    Do exactly this...

32. AnonymousMarch 2,2025 at 4:50PM UTC

    This person is right. You do not know what will happen once you sign that document. The employer would not hesitate to place it on other documents you did not sign.

    I refuse to sign documents I did not agree to such as a PIP.

    Make sure you rebut it in writing. Keep a copy. Forward it to your personal email.

    Record all your conversations with your bosses and people that instituted the PIP.

    Blast them all over the internet. Leave negative ratings on Glassdoor, Google reviews and all other social media. Let their family and friends see what they did. Let their customers see what they did. Give this evidence to lawyers suing that boss and his company.

    Watch out for the severance agreement. Do not sign it if you are told to keep quiet or to be allowed to be sued in the future. In states like California, no disparagement clauses are illegal. Let everyone see that bad agreement.

33. SalinaMarch 2,2025 at 1:46PM UTC

    I would just make her fire you then. If she wants you out make her be the boss and do it! I have also struggled with bosses being bullies. I had a performance review and it was also all lies and made to make me look like I was a racist person. Talking about a persons cultural differences openly does not make you a racist person. It was ridiculous and I switched Dept’s and now have the best Director ever. Sometimes moving on is better for your mental health than proving a point. I told HR that time will tell who is the better person and she will prove that on her own as I walk away from the hostility and abuse.

34. RonaldMarch 2,2025 at 2:40PM UTC

    The way this is presented, it sounds as if the PIP process is being executed improperly. They probably want you gone for some reason. Are you a higher earner within your profession? How long have you been with this company? Sometimes age and personality. They may want younger, cheaper, and different... so many games in employment land.

    I'm hoping that you are documenting everything and maintaining all the receipts (emails, memos, performance review, screen-shots, etc.) within a personal CYA file.

    I agree with others. Don't sign the PIP if it is not accurate. Did you type a formal response with those receipts to be added to your personal HRM file in response to the details within the PIP? If not, that is were I would start. Also include all the actual data correcting what is be presented. This is your response and refusal to the PIP that will have to be placed within your employee records.

    Any an all future job performance conversations should be formally scheduled and carried out with HRM present. No more one-on-ones with the boss. Regular work is fine, but if the topic turns back to you, shut them down and schedule it.

    Always be looking for employment violations (based on state and county), sometimes employers overreach with their authority and action in gray areas that encroach on legal grounds with their employee base. Unemployment is based on the laws within the area in which you are employed. For the most part, your company doesn't have that much control over whether you are approved for the compensation benefit or not after filing. Law firms offer free consolations, so don't be afraid to see outside counsel, bring all the data to get educate and protect yourself.

    Always let an employer fire you. Never just quit and leave unless under better circumstances. Like you found new and better job. You have to be fired for cause and their company has to prove that legally if required.

    Wishing you the best.

35. RonaldMarch 2,2025 at 2:49PM UTC

    Exactly.

36. AnonymousMarch 2,2025 at 3:00PM UTC

    This exact situation happened to me. If you’re a union member, go there first. I wasn’t a member of our union.

    Called several attys. Got no representation assistance. Every one of them said if it’s a he said/she said, it’s nearly impossible to win. I had a long document trail.

    If it’s for something egregious (sexual assault, clear discrimination), you have a better shot (ie, open and shut case).

    if you have the gumption and they think you won’t ever quit over this, ask them to buy you out.

    I did quit and it was the right thing for me. But I am not in your mom/home situation.

    I wish you the very best and completely understand how you feel.

37. AnonymousMarch 2,2025 at 3:46PM UTC

    I was on a very similar situation to you and December. My manager told me I was getting put on a PIP, and that we were meeting a week later with HR to go over it formally. But then a week later she ended up just letting me go (thankfully I received severance). I think it's smart that you requested a meeting without your manager, but don't leave on your own terms. Let them let go of you so you can get unemployment and potentially severance from them and also just start cleaning your résumé up and applying for other jobs. It is a tough market out there, but I was able to land a new job 3 months after my former employer let me go. A tip in this tough job market would also be to reach out to your network to refer you. That's how I was able to land my current role. However, I was in the process of interviewing with two additional companies that I was able to get on my own without a referral.

38. AnonymousMarch 2,2025 at 4:27PM UTC

    I have been subjected to lots of unjustified PIPs. These bosses got mad when I recorded them and posted their conversations online. That way, people can see how bad the boss and their company are. I posted the PIP and severance agreement online for all to see. Bosses and other employees have resigned from their jobs after seeing how badly I was treated.

39. AnonymousMarch 3,2025 at 12:38PM UTC

    From your behavior, it sounds like they were justified

40. AnonymousMarch 2,2025 at 4:49PM UTC

    My heart goes out to you....a similar thing happened to me last year. A new boss came in and didn't like the way I created my work, despite the fact that my work had been extremely successful for the organization. They also exaggerated instances and outright lied on my PIP, which I'd corrected and they changed back. Eventually, I was fired for unsatisfactory performance (a first- ever in a successful career). They also blocked my unemployment, because they had fired me for 'cause.' I appealed the decision and won. I am considering a lawsuit. My suggestion is that you have a free consultation with an employment lawyer now to see if you have a case.

41. Amy SorensenMarch 2,2025 at 5:00PM UTC

    When I took over as a manager on a team several years ago, one of the people on my team had been assigned to a PIP that he refused to sign. He had also been given a "needs improvement" review. I read it and it was frankly ridiculous. It took both myself and my boss (department head) working with HR to get it reviewed by them and removed. He also received a retroactive raise and the bonus he had been denied. So yes they can be reversed.

42. AnonymousMarch 2,2025 at 7:23PM UTC

    Wat was the motivation to help the employee? I ask this as I feel that often times its due to whether other employees in higher standing like the employee on a "personal" level rather than solely than their merit. As I say this I realize how it can come across as cynical.

43. Beverly L.March 2,2025 at 11:02PM UTC

    Excellent ethical leadership by you! Kudos!!

44. Sonya CampbellMarch 2,2025 at 6:31PM UTC

    I also had a similar experience with being put on a PIP by a new manager after 9 years of high performance in the company. Was that much time invested in the company, I probably hung on a lot longer than I should have, but the fact that I actually tried to fulfill the requirements of the PIP - helped me show that I was making a good faith effort to salvage my job. That made my manager look even worse so if you can, try to do your best work. They may or probably will terminate you in the end, but will be forced to give you more money as severance.

    I’m in sales so it was pretty easy to document my performance, and I agree with the other comments about documentation. Document everything, print, save, make notes in a separate calendar of any events so you can help your lawyer understand the whole picture.

    I think that also helped because these situations are very nuanced and difficult for an outsider to truly understand, which is why they often don’t go to trial. I also had my significant other help me make sure I was remembering all the details and actions taken - sometimes the smallest thing turns out to be bigger in the end.

    In my case, I had gone out on medical leave FMLA and needed ADA accommodations, which they did not respond to after many repeated request prior to my return to work. In the end, that was the crux for the EEOC to say that it could go to trial. I just wanted mediation and I wanted to give up so many times, but my lawyer really felt that we had a strong case so didn’t charge me for any further work while we waited for the judge to respond, so it can be more manageable from a financial standpoint.

    I’m glad I stuck with it though. If you get a positive response from the EEOC, you’ve got a good shot at a better settlement and perhaps most importantly, your kids will see you standing up for yourself and what’s right.

    Stay strong, and try to find a legal office that can offer you assistance.

45. Kelly RaeMarch 2,2025 at 8:19PM UTC

    The signature is saying you received it. It doesn't mean you agree. I sign and mark what's wrong or a lie on it.

46. AnonymousMarch 3,2025 at 6:57PM UTC

    ..I signed mine saying: " I acknowledge receipt of this document dated @ exact time) I would like to consider this matter with someone first before I action this project satisfactorily".... HR went mental... they offered a lawyer to u derstand better.. - why do you think lawyers offered by the company is free? ..because they are paid by them! so the lawyer will favour the company. Seek assistance in your area.

47. AnonymousMarch 2,2025 at 11:54PM UTC

    Lawyer up. File an EEOC Claim, that is ILLEGAL. DO not sign it until you talk to an attorney. They will pressure you into signing it,the signature starts the clock on their end for grounds for termination, do not give them the power.

    https://www.eeoc.gov/

    You have rights. I fought back, anything you sign is considered consent.

48. Shari HattisMarch 3,2025 at 12:37AM UTC

    A PIP is simply them giving you notice that you’re going to be let go. You’re on borrowed time that point. Unless they are offering severance I would not sign anything and take it to a lawyer. You may have recourse if you don’t sign but if you sign that’s usually the end of it.

49. Katie SuttonMarch 3,2025 at 2:35AM UTC

    I signed mine but provided feedback that I did not agree with the pip. I detailed why it was wrong and untrue. I had evidence for everything. I refused to quit. In the end they "laid me off" a month or so later and gave me six months of severance. Hang on if you can. But certainly go to a lawyer before you sign anything.

50. AnonymousMarch 3,2025 at 11:40AM UTC

    Contrary to the odds, that normally are you are almost gone when you get a PIP, I contended mine, was eliminated and I got the transfer position I was waiting for.

    I had evidence of my communications with the manager and how the claims were unfounded, I use teams a lot and email, written evidence is your best evidence. My manager used an HR employee that never talked to me, never even checked my file and failed to see some of my “failures” were under a reasonable accommodation, so I went to her manager with a written complaint, a timeline of events, made a table with all my communications explaining each of them by timeline and attached my evidence.

    Still took a while, was a lot of stress while I waited. My boss got petty and then didn’t assign me any project for months while I was waiting for the transfer, but I kept sending him emails asking for work, in case he would say later that I wasn’t doing billable work, since I felt he was retaliating. Didn’t went too smooth and was stressful. I tell you this so you measure how much you can hold emotionally, because even if you win it, a company will take time before accepting they did something wrong, and it will be stressful, but is possible if you have all your documentation saved.

51. AnonymousMarch 3,2025 at 1:33PM UTC

    Yeah, at an earlier job, I had a corrupt HR person and a bad boss present me with a PIP with nothing on it. They wanted me to sign it and then they would fill it in later with what they wanted. So, I grabbed it, and in every section (cause it was a generic form), I wrote, "This section was empty as of (my name) signature on (date)" and then I signed it. I figured it was straight BS, and it was. What was funny though, is that these two apparently hadn't expected that, and they were legit angry that I would dare to do anything but sign it. I told them that they hadn't given me expectations and I needed to note that since it was a form of expectations! So these two then tried a new form, I refused to sign it - already signed something. Then the boss, who was actually a psych, tried to insinuate that I must be a bad employee if I knew to do that, so I must know I was bad and should just quit. I told him that I had a parent who was a union president, so I'd heard stories all my life of this kind of stuff and I knew I needed goals to meet if they expected me to meet goals in good faith. I then got yelled at and we all left the meeting. A guard later told me that my boss was making changes to my work environment that would put the workers in harm's way, (we worked with dangerous persons) so I dipped. That kind of job isn't worth fighting for.

52. AnonymousMarch 3,2025 at 1:37PM UTC

    I have had this happen to me and owner wrote every aspect of my job and how I wasn't doing well, etc, etc. After I spoke to a lawyer [related to me and what they would do] they told me NOT to sign it no matter what. Because if they fire you, they can claim you were told all these things and that is why you were let go. Regardless of if you actually did them.

    I choose not to sign mine, the boss was furious and made the comment "we can't have a manager that doesn't follow rules" I responded back and simply said "I am uncomfortable signing a document that does not clearly lay out what the goals to improve each item are or how the goals will be monitored." He told me to get out of his office. I left and a few weeks later I handed in my notice. I made it very clear I was leaving due to how he treated me for months.

53. AnonymousMarch 3,2025 at 1:39PM UTC

    I had this situation when I was working full time. I had to sign a PIP form. The supervisor lost his job after he stoled from a local convenience store.

    Unfortuantely, I lost my position and I was let go even though regardless.

54. AnonymousMarch 3,2025 at 2:03PM UTC

    I am sorry you are having to deal with this inexcusable behavior from your boss. No, you do not have to sign the PIP. Your signature is to confirm you received it. I would go to the HR Director or higher. If none of these performance issues are on your evaluation then a PIP is not the next step. Your boss needs to have at two or more documented conversations with you concerning these issues, including follow up on your progress. You don't jump straight to a PIP. And especially an unofficial PIP. Print out all of the documented proof you have of this whole situation & request to meet with the head of HR. Don't sign the PIP. And I would write up a correction to the all of the items she is claiming you have done and bring that to your meeting as well. Also save a printed copy of all these including your evaluation in the event you are terminated. Your employer has to prove why they terminated you. They will have a hard time doing this. Good Luck!

55. AnonymousMarch 3,2025 at 5:57PM UTC

    2 or more documented conversations are not required. There is no legal requirement to move to a PIP. and if in an At will state, they don' t have to prove anything. A PIP just gives you more heads up to start a new job search. If you don't sign, its likely you will be terminated immediately if in an At will state.

56. AnonymousMarch 3,2025 at 2:11PM UTC

    PIP is just corporate's way of checking all the boxes before getting rid of you.

    Why would you pass a PIP if you haven't been doing what's required of you already?

    Start looking for another job now and resign before you're fired.

57. AnonymousMarch 3,2025 at 2:31PM UTC

    My former employer put me on PIP that was FILLED with lies.

    I wrote a line by line rebuttal of how bs the whole thing was and how my boss was LYING as to things I had said.

    You can email yourself things too vs printing or save on flash drive unless that is blocked; you will need it all electronically to upload when you file unemployment.

    My former employer's false PIP and outrageous statements were not at all something I wanted to relive as I was going through the process for unemployment; they disputed it but I was awarded UE.

58. AnonymousMarch 3,2025 at 2:42PM UTC

    This is why, even with unscheduled conversations you should add to your calendar, ex TB with Betty and put in notes (Betty had questions on Step 2 in the project and pivoted to not needing and moved on to Step 3), YOUR off scheduled conversations may be getting noted on their end and not on yours. If you create that habit you will be able to speak to this better.

59. AnonymousMarch 3,2025 at 2:59PM UTC

    Wouldn't count on the EEOC, it's not going to exist for much longer. Can try talking to a lawyer but if you're in an 'at will' state, there's not much you can do.

    Brush up the resume and start looking.

60. AnonymousMarch 3,2025 at 3:36PM UTC

    Not me personally, but a friend was in this situation a few months ago. She was being asked to sign an evaluation that was full of falsifications and accusations that had nothing to do with her daily tasks and everything to do with mismanagement of the company as a whole. She was being made a scapegoat. When she fully read what was in the evaluation, she became incensed, contacted a lawyer who advised her not to sign the document. She decided to tender her resignation instead to get away from the toxicity. It's the principle. It's not right for any organization to make a person sign off on something that they either did not do or that they had no knowledge of.

61. AnonymousMarch 3,2025 at 4:01PM UTC

    A pip (or even a “poor performance memo” or whatever er they decide to call it) means you’re getting fired, even if they pretend it’s not. If you’re in a no fault state, start looking urgently. I was issued with a false pip and tons of false accusations over a few months. They searched for any mistake they could find, even when the mistakes were their fault or based on entrapment (and ignoring senior management’s mistakes themselves). I was ultimately fired based on false accusations, despite having filed an EEOC request for accommodations (which the organization laughed at me for). They literally rolled their eyes during the EEOC meetings and had “follow-up” EEOC meetings where they attacked me on further false charges while pretending they were responding to the EEOC request. I contacted a lawyer, who said that the employer can pretty much invent anything they want to fire you for in a no fault state, even if you can prove without a shadow of a doubt that the accusations are false. Having an EEOC claim can help, but can be insanely hard to fight, especially if your EEOC claim is based on age or disability instead of other types of discrimination. Collect all evidence you can find, and then when you apply for unemployment, put your case forward and say you have evidence. They can usually only refuse to pay unemployment for gross misconduct. I didn’t have an issue. They may try this, but if you have evidence, it can help. Also, just a consideration - I now have to write that I was “fired” if a job application asks. It’s just awkward. I know I did nothing wrong, but a future employer might consider me a liability. Some organizations don’t recognize that some employers are toxic, and not the employee, but it’s something to consider moving forward. If you have a respectable HR department, you may be fine, but the HR person I dealt with was a known sociopath, so it ended up badly.

62. kristen mitchellMarch 3,2025 at 4:24PM UTC

    Why would you "have" to say you were fired? That isnt true

63. AnonymousMarch 6,2025 at 9:55PM UTC

    Record and record and definitely record all conversations with anyone from Co. and associated with them. !!!! https://www.youtube.com/watch?v=2dWuTzWfTas

    https://www.youtube.com/watch?v=XjQf0g_MiV4

    https://www.youtube.com/watch?v=re7mlS_YPNs

    https://www.youtube.com/watch?v=pbW9rzh_LW8

    https://www.youtube.com/watch?v=VaYN5lDsdpE

64. Veronica LeosMarch 3,2025 at 4:10PM UTC

    The only recourse at this point is to sign document all against and conversations so you can collect unemployment and go either arbitration or sue. Seek legal representation.

65. AnonymousMarch 6,2025 at 9:53PM UTC

    Record and record and definetly record all conversations with anyone from Co. and associated with them. !!!! https://www.youtube.com/watch?v=2dWuTzWfTas https://www.youtube.com/watch?v=XjQf0g_MiV4 https://www.youtube.com/watch?v=re7mlS_YPNs https://www.youtube.com/watch?v=pbW9rzh_LW8 https://www.youtube.com/watch?v=VaYN5lDsdpE

66. kristen mitchellMarch 3,2025 at 4:22PM UTC

    go to your DR and tell he/she the emotional and physical toll this stress is taking out on you ask he if they can put you out on medical leave. Short term disability is 6 months and you could start looking for job while on paid leave. Also i would use your managers PIP and go back through your outlook calendar, emails, documents et to see what you can put together that disputes her PIP. These are all things you can do to help delay while you look for a new job. HR should tell you what the company policy is if you don't sign it, they will still put you on it but I wouldn't sign as it shows you agree to your boss's accusations

67. AnonymousMarch 3,2025 at 6:38PM UTC

    HR will not help or advise you, ( unless your daddy is someone prominent in the company your work for...) they are there to protect the company, not the employees rights.

    HR is an extension dept to the company profit, not a Charity dept.

    HR is NOT your friend

68. AnonymousMarch 3,2025 at 7:46PM UTC

    HR may not be your friend, and yes they are in the best interest of the company. Understand that includes making sure the company isn't opening itself to a lawsuit.

69. MotorcyclegrrlMarch 4,2025 at 3:30PM UTC

    This is a good idea. I think at my job we get like 60% of our pay while on leave, and I think the 40% can be made up with sick time or vacation time. This would give a good chance to find any job. Current job does not need to know you are looking for work while out. A friend of mine went out for 6 months for burnout then went back a few hours for one day, and eventually got back to full time. Could work for you.

70. AnonymousMarch 3,2025 at 10:16PM UTC

    I recently went through a PIP, and the thing I was most terrified about was that if I just walked away and refused to sign it, I was not re-hirable at that company, and they could say whatever they wanted about why I'd left (not a team player, etc.). When I actually went through the process, it turned out that I wasn't "the problem" but that there were communication issues on both sides. I had a lot of hurt feelings going into it, but I think we have a better, stronger relationship on the other side. If that's worthwhile to you, I say go through the formal process and "stick it" to your boss. Maybe they have some issues that will come to light as a result. Best of luck to you!

71. AnonymousMarch 4,2025 at 1:23PM UTC

    I am so sorry you have to go through this

72. AnonymousMarch 4,2025 at 3:09PM UTC

    I would look for another job. At this point one of the recommendations of short term disability to do so mean while look for another job or two part time jobs. The bottom line is when people want you gone, they want you gone. They don't care if you are a top performer as you see they will make up things about you. That's the only downside. The fact they are willing to ruin your reputation just to fire you, instead of saying hey you are fired. Companies have poor managers. They claim to see all of these problems but never pull you to the side during the course of them to correct you. They wait to approach you with a pip.

73. AnonymousMarch 4,2025 at 3:23PM UTC

    Record and record and definetly record all conversations with anyone from Co. and associated with them. !!!!

    https://www.youtube.com/watch?v=2dWuTzWfTas

    https://www.youtube.com/watch?v=XjQf0g_MiV4

    https://www.youtube.com/watch?v=re7mlS_YPNs

    https://www.youtube.com/watch?v=pbW9rzh_LW8

    https://www.youtube.com/watch?v=VaYN5lDsdpE

74. AnonymousMarch 5,2025 at 5:24PM UTC

    I am so sorry to hear about this. I was also pushed out of my company with a falsified PIP. My manager was deeply abusive, and my mental health suffered tremendously as a result. Here was my experience:

    1. HR did nothing. Officially, the leadership has 100% determination of whether there is a true performance issue happening. They can lie to their heart's content and literally nobody cares. This hurt me - I had not known that it is perfectly legal for a manager to make performance claims that you even prove are false, and fire you anyway.

    2. You DO NOT have to sign ANYTHING.

    3. I got a lawyer during my PIP and ended up with a severance that I would not have gotten otherwise. It also allowed me to pay the lawyer. Again, the lawyer was expensive, but she easily paid for her own fees through her negotiations. It was worth it. I went out fighting for justice.

    4. Come into acceptance about this: you are being fired. Plan to exit the company. One of the smartest things I did was to tell other people at the company that I was being fired and on a PIP. I was able to get support from others who were angry that it was happening but were not in a position to change the outcome, and also get people who stood by me and advocated for me. Also, I was able to ask for referrals so that for my next job I have folks from my past company who can act as referrals.

    5. Prepare your finances. My husband and I made some adjustments to our 401k contributions and such, started saving our money, and making other changes that would help us prepare for a temporary lack of income.

    Good luck to you - the emotional abuse and all of the ugliness and nastiness you are experiencing is much harder to heal from than finding a new job. Focus on the healing or you might take the after effects of this experience, as opposed to the learning and reflections, into your new job. Do the best you can on this front.

75. J Eva OngMarch 5,2025 at 7:52PM UTC

    The same thing just happened to me. My boss says it is not a PIP that I 'met expectations' during my probationary period, but then I was put on a coaching plan in which I had to justify that I knew my job.

76. AnonymousApril 16,2025 at 9:22PM UTC

    I started having a lot of stuff that you are describing here and worse at my last traditional employer, which they were actually looking at an excuse to fire me due to my being disabled but without it looking like they were doing so. Needless to say I knew my legal rights and I told them point blank that I refused to sign, and they called an upper level manager to escort me to clean out my locker and walk me out the door. While I was sitting in my car I called and left a message for my attorney, who called me when I got home and he told me exactly what to do which was to immediately file for unemployment and to also immediately file a complaint for wrongful termination due to being disabled and to also file a complaint for them creating a hostile work environment for allowing continued bullying towards me due to my being disabled. When my former employer was served with my EEOC complaint, they lied and said I was fired for cause when I wasn't after I filed for unemployment. I filed an appeal as soon as I was denied and attached evidence that showed that I was being denied unemployment due to my having filed an EEOC complaint for wrongful termination which is considered to be retaliatory. I filed my appeal early on a Friday morning and I had all of my backpay plus the current week's checks in my mailbox 4 days later. I also eventually received an out of court settlement from my former employer with the help of the EEOC, which allowed me to pay a few bills and start my own small business.

    So, look at it this way, they are doing you a favor if they do let you go before you have another job lined up, and you can probably qualify for unemployment like I did, too. My former employer tried to break me, instead they made me stronger! So, now it's your turn to turn the narrative around on them.