Performance Reviews & Performance Improvement Plans

Written By louise lu

Undergoing the performance review process at work can be a daunting experience – even more so if your performance review is negative, if you feel it is unfair, or if your employer has introduced a performance improvement plan. While a less than positive performance review or the implementation of a performance improvement plan can be a cause for concern, this does not necessarily mean that your employment is immediately at risk. However, it does mean that you should seriously assess the situation.

At Rousseau Mazzuca LLP our experienced and knowledgeable employment lawyers can help guide you through the uncertainty of an undesirable performance review or the introduction of a performance improvement plan. We can help you understand all of your options, and ensure you are properly positioned for next steps. We want to empower our clients and will assertively protect your rights whenever necessary.

EXCEPTIONS FOR OVERTIME PAY

Performance improvement plans, or “PIP’s”, are often introduced by employers when performance problems are identified. The PIP formally notes the employer’s concerns, identifies areas that must be improved, and creates deadlines or time frames within which these areas must improve.

Being put on a PIP is often a red flag for employees. Common questions that arise are:

  • Is my employer setting me up to fail?

  • Do I have to sign-off on the PIP?

  • How do I respond to this?

  • How do I protect myself?

If you have been given a PIP, it is important to speak to a lawyer as soon as possible, and before you sign any documentation, to obtain a clear explanation of potential risks and what you can expect going forward. The employment lawyers at Rousseau Mazzuca LLP can help you to formulate a game plan to ensure the PIP is drafted fairly and that your rights are protected.

louise lu
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