should you refuse to sign a performance improvement plan?

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A reader writes: A peer and I both are HR managers, and we were discussing whether, if we weren’t in HR, we would sign a PIP (performance improvement plan). I said that if I was the average employee, I would not sign a PIP, because the verbiage (in most PIPs) basically states that you agree with the negative assessment of your performance. The signed PIP can (and will) be used against the employee at unemployment hearings, cause of terminations, EEOC lawsuits, etc. . . .

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