It is good practice to give an employee with a history of unsatisfactory work performance the opportunity to improve with a Performance Improvement Plan (“PIP”). A PIP acts both as a warning for unsatisfactory performance and a guideline for training and improvement. The PIP will clarify the standards expected of the employee within a specific timeline. A well-placed PIP with realistic goals can resolve workplace productivity issues and performance discrepancies. In the event that the employee still fails to show adequate improvement, the PIP will form the basis for the dismissal of the struggling employee on the basis of poor performance. At MWKA, we provide professional and tailored advice to both employers planning to structure their PIP and to employees being placed on a PIP.
- Advising on the need for and suitability of a Performance Improvement Plan
- Advising on the process and mechanism of the Performance Improvement Plan
- Advising on your rights and obligations as an employee in a proposed or on-going Performance Improvement Plan
- Advised employers terminating an employee based on the results of the Performance Improvement Plan