1EQQ8ZzGD

HR departments like PIPs because they "save money" on severance
payments, but the reality is that they externalize the
cost to the team, making HR look good but forcing (a) managers
to conduct a kangaroo court, (b) the team to deal with
a walking-dead employee, and (c) the employee to decipher
whether it's an honest PIP (rare) or firing papers; because in
the latter, he should be treating the PIP period as severance
(since a PIP usually means there will be no severance; that's
why the CYA papers exist) and putting his entire effort into
his job search.
Writing a package. Have an attorney draft it. Include
non-disparagement, non-litigation, and non-disclosure of the
contract's existence. offer to let him represent himself as employed
during the search for the next job. If this is a goodfaith
subtractor, offer a positive reference. If he's a divider and
you truly believe he's toxic, stick to name and dates. By the
way, it's never worth it to give a bad reference. Defamation
lawsuits are usually less of an issue than wrongful termination
suits, but the latter come down to "he-said/she-said," and
the company usually gets the benefit of the doubt, but loses
it the second a bad reference comes into play. Giving a bad
reference can literally cost you millions of dollars.
http://www.quora.com/l/boq-michael-o-church
Business
What are telltale signs that you’re
working at a “sinking ship”
company?
Michael Wolfe, Four startups and counting.
large company edition
• new opportunities are framed in terms of how they impact
the existing legacy businesses, not how they impact
the customer and the future.
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