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Getting the Performance Improvement Plan Process Right

Getting the Performance Improvement Plan Process Right

November 5, 2018

Via: HR Hero

An employee continues to make mistakes that cost the company money. You meet with her and place her on a performance improvement plan (PIP). After the 60-day PIP period ends, you conclude that her performance did not improve adequately and terminate her employment. The employee files a complaint with the Equal Employment Opportunity Commission (EEOC) claiming that she was discharged because of her age and that similarly situated employees who were not in the protected group and had similar performance problems were treated more favorably than she was. The PIP document and process will be either your best friend or your worst enemy in defending the employee’s age bias claim. Let’s talk about how to get it right.

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