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Do you have more context as to why this is important? Is this for all project work, or is this for meetings discussing severance?

by itake 4y ago

sbarre 4y ago
If your employer is trying to fire you "with cause" then they will be producing a paper trail of their own, to justify their decision. Their paper trail will be very one-sided, of course. You will need your own paper trail to demonstrate your side of things, either as part of the severance meeting - if you even get the opportunity - or after you get fired if you choose to make a claim against it.
giantrobot 4y ago
This is advice if you think your employer is going to try firing you for cause so they don't need to pay a severance. When they're trying to do that your manager will try to have more face to face meetings so none of the discussions are recorded. Then they will send some e-mails to their manager with some colored description of what took place. For instance they'll say your productivity dropped or you're mismanaging your time because you didn't work on project A but in your one-on-one they explicitly told you to stop working on project A and instead focus on B. When it comes time to drop the hammer they'll have one-sided documentation of your performance. If they're start talking about your performance definitely follow up with an e-mail about what metrics they are using to measure performance and pressure them to give you a path for correction. If you don't have any documentation it will be easier for them to fire you and offer you nothing. If you have a bunch of documentation, especially if they know you have it, they'll be more likely to offer a severance. A wrongful termination suit will likely cost them more than your severance, especially if you have a lot of documentation of your work and performance. Also remember HR exists to protect the company, they don't give a shit about you beyond whatever the legal requirement is for giving a shit. Don't sign anything without reading it carefully.

Do you have more context as to why this is important? Is this for all project work, or is this for meetings discussing severance?

by itake 4y ago

Do you have more context as to why this is important? Is this for all project work, or is this for meetings discussing severance?

sbarre 4y ago

If your employer is trying to fire you "with cause" then they will be producing a paper trail of their own, to justify their decision. Their paper trail will be very one-sided, of course. You will need your own paper trail to demonstrate your side of things, either as part of the severance meeting - if you even get the opportunity - or after you get fired if you choose to make a claim against it.

giantrobot 4y ago

This is advice if you think your employer is going to try firing you for cause so they don't need to pay a severance. When they're trying to do that your manager will try to have more face to face meetings so none of the discussions are recorded. Then they will send some e-mails to their manager with some colored description of what took place. For instance they'll say your productivity dropped or you're mismanaging your time because you didn't work on project A but in your one-on-one they explicitly told you to stop working on project A and instead focus on B. When it comes time to drop the hammer they'll have one-sided documentation of your performance. If they're start talking about your performance definitely follow up with an e-mail about what metrics they are using to measure performance and pressure them to give you a path for correction. If you don't have any documentation it will be easier for them to fire you and offer you nothing. If you have a bunch of documentation, especially if they know you have it, they'll be more likely to offer a severance. A wrongful termination suit will likely cost them more than your severance, especially if you have a lot of documentation of your work and performance. Also remember HR exists to protect the company, they don't give a shit about you beyond whatever the legal requirement is for giving a shit. Don't sign anything without reading it carefully.