I was told that the HR failed me on the performance plan and HR will followup with details which i have never received yet. Anyone in similar situation please share?
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In my experience, the PIP is just a paper trail they have to do to avoid lawsuits. They make it virtually impossible to pass. I got one in a past job after 2 decades of meets or exceeds performance reviews and knew they were targeting older staff. Left on my own terms.
I just got laid off because of a PIP. I did everything laid out in the plan, was laid off less than 30 days later, no severance and no final pay.
I believe last summer Mr. Robin was on MSNBC talking shop. There was a link with this interview on MySource. I did not watch this interview, but I had an associate that did view this interview and gave me the 3-minute Cliffs Notes version.
The part of this story I enjoyed hearing was, the topic turned to corporate culture or BNY employee satisfaction. Mr. Robin mentioned that BNY was working on improving corporate culture at BNY. The MSN host asked, "what is BNY doing to create employee culture?" Mr. Robin responded with, "we are giving employees free coffee."
I cannot claim this to be 100% true, since I did not view the MSN interview. Though this could be why your company is a trash can.
When I lost my position, there were a total of three staff members that were kicked-out on PIPs during the AM. I was number three.
From what I hear, the first two team members were called into a room, our department VP read a BNY provided script from a sheet of paper. Both of these team members were confused and did not know if they were being terminated or were part of a layoff. Leadership did not indicate to them what exactly was happening when they asked.
For my meeting, the department VP was on MS Teams typing & sending notes.
So, here was sitting with my Team Lead (who was reading his laptop) and I was with an additional department Team Lead that was speaking to me. The VP was sending MS Teams messages to my Lead about what should be said to me. My Lead would then verbally tell the other department lead what the VP was saying.
The second Lead was technically conducting my separation meeting through proxy from the VP on MS Teams.
My department did these separation meetings back-to-back-to-back. Why did my meeting happened over MS Teams with the department VP in a remote location while still physically in the BNY building is a mystery to me?
This place is despicable.
They are also making up reasons to put people on a pip if they take short term whether due to maternity leave and surgery. I am aware of multiple instances of this
Yet Robin and Dermot Peacock on stage telling us about the culture of the company
@an+1jsygtjzy
A 37 minute lunch break? 37 minutes!!! For the love of all things good and holy, how did we ever survive such a blow? If you had only told them that you were back in 29:59 but needed to use the unsanitary bathrooms…what’s next? ‘Hey you spent 39 minutes taking a dump on company time!!!’ ‘Yeah but the free coffee went through me!’ Is this what we’ve come to? I actually believe it. Pure dishonesty just to get rid of anyone
I have been written up by my manager and there is a meeting next week. The written notice is how I dropped the ball on the project. I was supposed to lead the project which is news to me as I was only a contributor. They are using a message they send me when I was out for 10 days. My manager never liked me. I will update after my meeting on Thursday
I was placed on a PIP in 2024 after mid-term reviews. My PIP was for taking a 37 minute lunch break. The department I was employed with allowed for 30 minute lunches.
The department I was in had staff members taking 90 minute single lunches, dual 30 minute lunches, staff members taking four 15 minute smoke breaks, Starbucks runs throughout the day... etc.
I was placed on a PIP, then during my year-end review I was told my work in this department was fine, but my 37 minute lunch break was knocking me down to not meeting expectations. I never had an improvement plan.
I spoke with BNY People Team about this. First, my initial meeting with them was consistently delayed for weeks. When I had the meeting, I was told my concerns would be investigated. I heard nothing back for 5-weeks. People Team reached out to me 6 days after my layoff to let me know their investigation was closed.
I talked to someone who was forced to put an employee on a PIP, and was told by HR that they should fail the person after 30 days.
Instead of doing that, they passed the person on the PIP, and HR and upper management came down on them like a ton of bricks. They had documentation showing the steps taken and that the employee met the goals for 'improvement'.
So far, that employee is still here, but the PIP is just a tactic to get rid of people. Don't let it give you false hope if you're put on one, just update your resume and start looking.
Call an attorney immediately. Any attorney dealing in wrongful terminations and work place benefit denials. Send the so called ‘People team’ a request that they are to deal directly with your attorney since you are suffering mental anguish , pain and cannot make any decisions or communicate with the ‘p-e-ple’ team due to their negligence. Good luck.