>>>> In such situations:
- employee should focus on job, better the performance and obtain extension and come out of PIP.
-hunt for next venture and firm up next venture as ap.
>>>> As per PIP policy there are steps to be followed.
E.g;
Verbal Challenge, Setting objectives/targets for say a quarter and to evaluate the performance regularly and periodically and to give inputs to employee to better the performance………………….
Majority of the times line managers/HR personnel/ stakeholders in the policy end up by doing criticism, issuing sarcastic comments, stinkers……………………….
PIP is ‘Performance Improvement Programme’. The objective and aim is to improve the low performance of the employees by coaching, training, guiding, supporting the employees and company should conduct training programme…………………by expert and seniors…………………trainers………………HR personnel that can conduct such programme………………..
It is simply said ’Holding The Hands’……………………..for sufficient time………..before concluding that termination of employment is just and justified.
One month is not sufficient time.
You may download the PIP policy and go thru it carefully.
You may carefully go thru all paras and all statements in appointment letter, verbatim.
It might have been stated in case of performance issues the employment terms can be modified: implying due to performance employment shall (or can’t be) terminated.
>>>> Since a communication has been issued to you stating you shall be terminated due to some performance issues, you can invoke ID Act and/or approach authorities e.g; Inspector Under Shops and Establishments Act…………………..or Labor Inspector. In your state the Labor Inspector might also be the Inspector under Shops and Establishments Act
It is believed no show cause notice has been issued to you on any kind of misconduct.
You should be able to handle, explain the performance issues and better the performance too.
>>>> If trading resignation with termination order is better option for you may proceed accordingly.
>>>> An employee should be able to save say 1/3rd or 30% of his take home earnings + Incentives + extra payouts………………………
Due to any situation if it affected employee should be alert and tale all steps to block the seepage.
Therefore while you may protect your employment you may also end the litigations that are eating into your funds, workability, performance, employability………………and probably health too.
You may choose the options that are most suitable to you.
We shall be happy if your issues are resolved in your favor.
Choose wisely.
Be Smart.
