With PIPs being handed out like candy in the last couple of years, I have adopted the advice I got from a smart guy I used to work with in my previous company: start keeping a journal of everything you do and talk about at work each day. If something happens that doesn't reflect reality or if you decide to take the company to court for any reason, you have a perfect record already prepared. More people should adopt this method since I've seen things that definitely shouldn't happen take place without anybody challenging them.
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Why bother if they have you replaced by a lower paid BC or TC grunt you will be PIP'd or booted no matter what deliverables you have met or exceeded. Greed based decisions always cost in the end.
No company loves you beyond their bottom line. Never spot looking for the next job.
One small infraction of our "Standards of Business Conduct" and the company has a legitimate reason to let you go, especially during the PIP phase.
You cannot win. The job market is good. Find employment at a company that values you and your career development.
https://corporate.exxonmobil.com/who-we-are/our-approach/standards-of-business-conduct
What's the point in doing all the things folks are suggesting. If on NSI, raises will be ZERO and forget promotion for at least 2+ years. Also no other group wants to touch you due to stigma
Leaving honorably is the best option
“When I was PIP’d, I recorded every progress update with my boss just to be sure I had evidence just in case the company had a change of heart at the end of the three months.”
Evidence of what? Unless you have a recording of them saying that they would have taken a certain course of action based on something related to federally protected status, your recordings of meandering workplace conversations would do nothing for you in court. I’m not even sure what recordings would do for you if submitted as part of a DoL complaint. It’s much better to have this kind of stuff in writing.
I’m not saying not to record your conversations, go ahead and record away. Just don’t think for a second that they provide you with some legal magic wand. The company also has access to transcripts of every conversation that you’ve ever had on any work device, and they can use them to counter whatever is in your recordings. Rest assured that your employer has way more on you than you do on them.
Just to summarize:
In Texas, your corporate emails may be used against you.
When I was PIP’d, I recorded every progress update with my boss just to be sure I had evidence just in case the company had a change of heart at the end of the three months. At the end of every meeting I made sure I got a clear answer to the question “am I continuing to meet or exceed the expectations of this PIP?” That way there could not be a he said she said situation. Also could be used in case my bosses written summary did not reflect the discussion accurately.
FYI- In Texas, as long as one party knows the conversation is being recorded, it is perfectly legal.
And if in Texas you will still be fired because for all practical purposes you can be fired for any reason just like you can quit for any reason.
Also, if you work somewhere where you feel like you have to prepare to litigate being fired you should really rethink where you are working.
“If something happens that doesn't reflect reality or if you decide to take the company to court for any reason, you have a perfect record already prepared.”
No, you don’t.
What you actually have is a different account of events. If you do take them to court over something like a PIP, they will pull every piece of data they have on you to provide justification for their decision, and there will be more than one data point they can we-ponize in their own defense. They will also purposely bury you in pre-trial procedure to run-up your legal costs and exhaust your financial resources. If the case does go to trial (unlikely), you’ll be up against attorneys who regularly argue (and win) cases before federal appellate courts. Everything related to your employment at Exxon that can be used against you will be used against you - and will be a matter of permanent public record. Remember the time you railed against diversity initiatives? Congratulations! You’re a racist and therefore “not a cultural fit”.
@Everyone: do not take legal advice from online message boards. Consult a licensed attorney who specializes in employment law if you’re considering legal action against your employer.
Corporate email? Legitimately interested, not a jab.
Good advice. I would also send a corporate email to yourself once a week. Corporate emails are discoverable in litigation.