Personally, I'd get to know a lawyer and get their business card. Most likely you won't know what the meeting is about before hand. If the meeting is about some mundane issue where a lawyer is not needed, you are just wasting money paying a lawyer. Also, if the lawyer is a good one, he will be busy and most likely not able to respond to a short notice meeting. If you need a lawyer, present his business card and mention that you'd like to continue the discussion with your lawyer representing you. At least, that is my plan based upon a conversation with my lawyer.
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Having been through the process.
It would be nice to have attorney in the room....
At least for emotional support, and put fear into HR and the manager.
Has anyone done this?
Hon PIP has so much history of abuse, mostly designed to get rid of employees. it is just a process to document stuff, so they can justify.
Thus Just get a lawyer involved, tell every eon your on PIP. 90% of the time, they will fire you. At least the lawyer will make u happy, and put fear back into your boss and HR.
Just do it.
@ngy+1vr7TyAp said it well, this is not new, and really became part of the management culture when the company was trying to emulate GE
PIP me please. I need some humor in my life. Plus, severance would help.
PIP is code for you are an employee at will that will be in next quarters restructuring numbers for how HON met the earnings target and guidance for next quarter
This PIP game is Honeywell SOP.
The aberration that has occurred was a growth cycle that aerospace was woefully unprepared for. Management was forced to hire more people, increase pay, and promote people to respond to very upset customers. They have even considered the unthinkable idea of repatriating some manufacturing capabilities to catch up.
Management would rather go back to slow growth, roof top reduction, and PIP games rather than having to work for a living.
A little history for the newcomers. After Allied Signal, which bought and took the Honeywell name, was subject to multiple age discrimination suits in the late 90's, they became master of the PIP which was a way to pressuring people to overperform (or more likely quit or be RIF'd with the evidence needed to negate legal claims). The PIP is the "legal" method for them to perform a RIF and because it is individual, no layoff notification needs to be filed nor severance paid. Choose your favorite search engine (on your non-Honeywell computer of course) to see their inglorious history of abusing Allied/Honeywell employees, particularly older ones, treating them like a commodity.
Don't forget to fill out your HPD lest you end up on the list.
That is old as time itself. HW RIF system is the PIP system. Fake or real is how the reduce the heard.
Because it's certainly starting to feel that way.