#Help #HR #Management #PIP #Extension
Okay, let me fill you in on the latest saga of my life – the never-ending PIP. So, picture this: I’m a nursing assistant/nursing student at this massive hospital with 10,000 employees. Last week, my manager pulled a disappearing act when I asked for proper documentation and education on some things she was nitpicking me on. And surprise, surprise, she was wrong – even the education department confirmed it.
Now, here’s the kicker – my manager skipped another meeting. Again. And my PIP is supposed to end next week. Can they actually extend this rollercoaster of a PIP? They’ve already broken the rules by not sticking to our scheduled meetings.
So, what do you think? Can my PIP be extended because management/HR aren’t doing their job? 🤔 Let’s chat, share your thoughts below! #LetTheDiscussionBegin 💬🔍
A PIP is not a legal construct and no matter what anyone will tell you it leads to termination 95% of the time. You need to start a job search.
Are you union? Because if not, they can do whatever they want. Given your pushing back, I’m surprised they haven’t just moved to termination. You’re not entitled to a PIP in most situations.
Send an email to HR asking whether you have been meeting the conditions of the PIP. At the moment you are confused by the feedback from your MGR.
BCC to an offsite email account and dump
All non-HIPPA Correspondence to some personal drive.
You’d have to check your company’s policies with regards to PIPs and how the company would want to handle it. A PIP isn’t some legal document. It’s not a binding contract. They aren’t obligated to prove everything listed in it beyond a reasonable doubt. So generally speaking, sure. A PIP can be extended if the company wants to. Your best source on this would probably be your HR department.
I read through all your comments so far and there is a lot there. The first thing you really need to consider is that the vast majority of employees put on PIPs do not stay employed by their company. Most get fired – some quit before they get fired. If you want to successfully complete the PIP you need to own it – no matter how little your manager is engaged you need to take the initiative every step of the way and ensure every objective is completed. Don’t make excuses about your manager or HR and just do it. Ensure everything is documented.
Second, if you do separate from the company, they probably have the right to seek reimbursement for whatever tuition reimbursement they have paid. Some things to consider – some companies don’t pursue ever, some companies won’t pursue terminated employees. However hospitals are notoriously bad about chasing nurses for reimbursement because it is so easy for them to job hop. If they do come after you it is often negotiable and you might be able to pay a pro-rated amount.
I would ask HR now if you are eligible to transfer to another department. Most companies won’t allow employees on disciplinary action to transfer.
I would also start discretely job hunting.
Good luck and I hope it all works out.
They can do whatever they want to with your PIP. Its their choice, not yours.