Add Comment Question: I’m seeking advice regarding a situation with my current employer. I submitted my formal resignation recently. Shortly after, I received a notification stating I had been identified as a low performer and may be subject to a Performance Improvement Plan (PIP). While there were some general conversations around performance, I was never formally placed on a PIP, nor was this designation shared with me in writing before my resignation. My concern is that this notification came after my resignation and may impact my exit record, reference, or Record of Employment. I believe there is additional context that was overlooked: I was approved for wedding-related time off, which was later cited as negatively impacting my performance. I was placed on numerous concurrent projects with minimal project management hours or training. I feel I was being unfairly held accountable for structural issues outside my control. I’d like to understand: Whether this post-resignation performance notice could impact my employment record. If I have any recourse to request that this designation be removed or disputed. Whether I should take any action before my last day. Answer: Your post resignation conduct should not have any impact on your Record of Employment, they should just indicate that it was a resignation and use Code E. They have no legal obligation to provide with you a letter of reference. Importantly, no future employers will see your employment record with your previous company. Your Comment * Your Email * Your Name * Your City Note, your name, city and email is not displayed on the website. It is used to notify you that we have approved your comment.