How much Q really has gained by forcing some folks into PIP by cutting them from training/meetings, abusing them with overloaded tasks & then giving them something impossible to complete and eventually forcing them to resign or get terminated instead of simply laying them off? Wonder if the lay off warn notice or unemployment insurance worth it for Q to ask its managers playing this nasty game?
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Can you have your lawyer present when you have PIP discussions? That might bring a twist to the PIP process. You can claim that any discussion between you and the lawyer is strictly confidential.
People on PIP need to be calling a good lawyer.
You want to know what they've gained?
They've maintained flexibility. Flexibility in hiring replacements should they want to, and they avoided diminishing the H1B quota for the company that laying off engineers would have caused.
But you can only PIP a small percentage of the engineering work force and get away with it. If they need to reduce head count by 20% quickly, a lay-off is the only way. If they take out enough people on pseudo performance issues, a law firm may see enough profit in creating a class action suit and come after the Q.