Is there any recourse if you were fired based on falsified PIP? Outside of completely useless HR, of course.
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My boss knows if he says Pip, I retire.
The current atmosphere at HW if one gets a pip it is time to leave. If a person is in his 30’s and has his or hers bachelor degree HW does not deserve you, there are plenty of jobs out there some of those companies that are hiring are even eating HW’s lunch
After six months when I first started in HW it was reviwew time, I recieved a 4 Block rating and it was increased to 2 Block at the next review. I was hired for Level 4 position and after four months I was in the 2 Block again. New site leader came on board and dropped me to a 5 Block, I protested. He told me that not everyone is a 1, 2 or 4. The next year was put on a PIP because I would not play along with the "Good ol' Boy " games. As I was leaving HW, told the site leader and his manager to stick it! The HR guy was not help at all!
In my dept the only ones left were at or well above a 5 in performance to the standards for their job description. Yet there was still a quota to have at least one on the outer elbow per X amount of employees. So managers would put people nearing retirement on a PIP since they were leaving anyway. Most refused to sign the PIP as it as an insult to their performance and record, even though they were retiring. If the VRIF was a standing option or came along each quarter, I know many people would leave for another job or retire. If they want get rid of people, provide a little risk free incentive and many would bail.
Sort of true but not always/exact. Having been in HR there at HON and gladly departed on my own...and having coordinated over a dozen RIFs in my time there...many times the RIF units are chosen or manipulated to affect the employees you want to eliminate. Every RIF, without fail, when the managers fill out their required RIF forms and have to fill in the business and individual justification sections, they struggle...because they cherry picked their RIF group to avoid certain people being in pools or pulling others into the pools. Believe it or not, its true. HR Leadership turned a blind eye and the outside legal firm that supposedly reviews everything don't know the business well enough to push back...as long as based on what they read they think they can defend the action in court, boom, approved. Been there, did that, 1 of 3 main reasons I left HoneyHELL.
A pip to me means you need to get the f out and soon. If I get piped first thing I do is look for jobs with the same intensity as if I didn't have one.
The new "elbow" quota is 5%, not 10%, and was used for the March year end reviews. Make no mistake; it is a quota to be met. Although it is not a RIF, it is a push toward those smaller RIF actions we have seen this past year as a method to get more employees out of the company in the pursuit of continual cost reduction and meeting unrealistic profit targets. Yes, it is "raising the bar" everywhere, but it is a way to cut employees (normally older ones that make more money). The only difference between kicking a PIP employee to the curb and a RIF employee is that you can supposedly backfill a PIP employee although the perpetual 2nd half of the year hiring freeze stops that from happening.
All, please do not confuse a PIP with a RIF action.
a RIF or reduction in Force, is to remove redundant skills from the workforce. if you are the best buggy whip maker, (regardless of you block 1 or 2 status) if you are not needed you will be RIFfed, makes no difference.
Tying a PIP to a RIF is not norm and is only would come into play if that RIF pool need to reduced, and in which yes a lower blocks would go first.
in regards to the PIP, while your performance (I.e good block rating) may be steady from year to year, in a environment that is demanding more from you each year, "RAISING the BAR!!" it will be nearly impossible to continue at that rate when compared to you peers who are also expected to increase their output. so when compared as group someone will be at the bottom, regardless of performance. yes, a prior year 1 or 2 block may find themselves in one of dreaded out elbows. At least that is the rational being forced fed down to frontline managers. personally, I find it disturbing that with all of the RIFS and attrition and dwindling staff , that the company would insist on classifying 10% of It's remaining workforce as being below standards at all times. kind of like they have institutionalized failure, and made it core principal of their identity.
The ride is not over yet, so enjoy what's left.
I was in block 2 for almost 10 years, then boom on a PIP for 2 years in a row. Nothing in my work changed. So, don't care anymore. Company is getting less hours from me and mediocre work at best. You're welcome, Honeywell!
HW will not admit that there is a quota to be PIPed. At least in Aero, the quota is around 10%. I am just amazed at the $hit that management makes up about someone to justify the PIP. If they are not really trying to get rid of you, then it is probably a "quota PIP". And there is NOTHING that you can do about it. My last review was great, but in the same breath was warned that I was in the PIP class of 2019. Nothing that I can do about it. I won't be working a micro-second of OT in 2018.
When you have a great review one year and a terrible one the next year, and your output or results have been fine, guess what? Your review is falsified. There's nothing you can do about it. As my supervisor said, with a sh^t eating grin on his face, "you can vent and write what you want, it won't change anything, but it might make you feel better". Something like that anyway, it was years ago. Nothing like a supervisor that drops a bomb on you with a smile on his face. Many will know of whom I speak.
I survived a falsified pip a few years ago. HR was ZERO help, they are here solely for Honeywell, NOT the employee. I had hard proof the PIP was false; it made no difference.
I did not lose my job; I jumped through the hoops.
Fast forward 3 years. I was recently laid off with a good severance due to ‘outsourcing’. Landed a better paying job with a much better company 4 months later.
There isn’t any recourse if you live in an ‘at will’ work state (most are now). They don’t need a reason to fire you.
?
HR is there solely for legal liability protection for the corporation,
it is not there to help employees.
A pip means time to look for another job asap. You are a fool to think the outcome of the pip ends with not getting fired. Pip is for the company to save face and a grace period for you to find another job.
A pip is better than a straight layoff. You have time to look for another job while still employed. Some places look down on the unemployed.
Yes if there's proof snd just he said she said.
There are labor attorneys snd the aclu.
Did you get offered severance and did you accept? If so, game over,
All the best