When workers are put on performance improvement plans (PIPs), they are often only a few steps away from being fired, says D.Law. The employment law firm commonly represents workers through wrongful termination cases and often sees PIPs as a precursor to this action.

Whether a worker was fired for refusing unsafe work or upholding their rights in other ways, their employer may have wrongfully terminated them under California law. The firm recommends workers understand what a PIP might mean for their future job sustainability and how to prepare for potential termination.

What Performance Improvement Plans Mean for Pasadena Workers

Employers often put workers on performance improvement plans (PIPs) if their work performance has suffered recently. These plans theoretically allow workers to improve by meeting measurable goals within a specific time frame. But they often simply act as a paper trail that the employer can use to show cause for firing the worker.

Even though California is an at-will employment state, many employers like to cover their bases when terminating an employee. A PIP can provide evidence that the worker failed to meet job expectations before being terminated. So when a worker receives one of these plans, they might assume that their job will end soon, regardless of whether their performance improves.

How Pasadena Workers Can Respond to Being Put on a Performance Improvement Plan

Pasadena employees should know what to do if they are put on a performance improvement plan to protect their rights and potentially improve their outcomes. D.Law offers the following tips for effectively responding to a PIP:

• Stay calm and professional, and avoid arguing with the HR representative or manager. Being defensive might only worsen the employer's impression of the worker further. Employees should generally speak and act as if they want to keep their jobs and plan to follow the terms of the PIP, even if they already have one foot out the door.

• Request copies of recent performance evaluations to look for other signs that they were not meeting job expectations. If these evaluations were positive, the worker might suspect that they are being terminated without cause. This could be unlawful if their termination was for an illegal reason.

• Gather evidence that shows the PIP is inaccurate, such as performance evaluations, employment documentation, and testimony from managers stating that the worker performs their job well. The worker can consider presenting these findings to HR to attempt to cancel the PIP, or hold on to them in case of a potential wrongful termination claim.

• Consider whether there are signs of discrimination or retaliation. Firing someone for either of these reasons is unlawful in Pasadena. If the worker recently upheld their rights, firing them could be considered retaliation. Meanwhile, the worker should look for evidence that their employer is targeting them for discriminatory reasons, such as their race, gender, religion, or sexuality.

About D.Law

D.Law's employment attorneys represent workers in Pasadena and across California through employment law claims. Those wondering what to do if they are put on a performance improvement plan can call 818-275-5799 for more information.

Contact Information:

D.Law

250 N Madison Ave, Pasadena, CA 91101, United States
Pasadena, CA 91101
United States

Emil Davtyan
https://d.law/