3 ms·

I guess it depends on whether your goal is to improve performance, or punish and humiliate people BTW: If anyone finds themselves on any sort of "performance i

I guess it depends on whether your goal is to improve performance, or punish and humiliate people BTW: If anyone finds themselves on any sort of "performance improvement plan", do the BARE MINIMUM to not get fired outright. Ideally go to a therapist, talk about how stressed out you are and how fucked your situation is, and get an official FMLA (legally protected leave of absence). That'll give you some time to relax and look for a new job. Don't let your boss or website trolls gaslight you into thinking you can't find a new job that will treat you better.

collegeburner 4y ago
idk man seems plausible that the social pressure of not wanting to be the PIP bozo could be effective. also love how you assume that "anyone.. on any sort of performance improvement plan" is 100% not at fault, it must be the evil kkkapitalist boss "trolling" or "gaslighting". there are retards who don't do their jobs well and a PIP is sometimes trying to push them into doing better instead of firing.
celdon25 4y ago
The type of place that you are most likely to need one of those will try to keep their official FTE headcount just below the minimum of 15 and use offshore contractors for the rest, or other loopholes such as shell companies, because there are so many labor laws (including FMLA) that don’t kick in until 15 employees.
evilduck 4y ago
I don't see the benefit of this strategy TBH. At best this tactic just drags out how long you can claim an employment dates with an employer but delays any future unemployment claim you could make until once fired and drags down everyone's opinion of you for abusing a legal protection for medical issues because your job performance was lacking. From an ethical standpoint, why not just lie about the situation to your future prospective employers and cut out wasting a therapist's time?

collegeburner 4y ago

idk man seems plausible that the social pressure of not wanting to be the PIP bozo could be effective. also love how you assume that "anyone.. on any sort of performance improvement plan" is 100% not at fault, it must be the evil kkkapitalist boss "trolling" or "gaslighting". there are retards who don't do their jobs well and a PIP is sometimes trying to push them into doing better instead of firing.

celdon25 4y ago

The type of place that you are most likely to need one of those will try to keep their official FTE headcount just below the minimum of 15 and use offshore contractors for the rest, or other loopholes such as shell companies, because there are so many labor laws (including FMLA) that don’t kick in until 15 employees.

evilduck 4y ago

I don't see the benefit of this strategy TBH. At best this tactic just drags out how long you can claim an employment dates with an employer but delays any future unemployment claim you could make until once fired and drags down everyone's opinion of you for abusing a legal protection for medical issues because your job performance was lacking. From an ethical standpoint, why not just lie about the situation to your future prospective employers and cut out wasting a therapist's time?