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Hi, I’ve been placed on a performance improvement plan. The plan is very vague and not measured by metrics. Is it in my better interest to leave it vague or mention to them that I need it to be more based on metrics that are quantifiable and measurable. Is it better to leave it vague and later on if terminated argue that it was done in bad faith. Or is it better to ask for a more specific plan that’s based on measurable numbers so I could show I did everything in MY power to work with them? Thank you! This is a great service you are offering.

Thank you for your question. If you disagree with the performance plan, then it would be wise to voice your concerns early on and put those concerns in writing. If your employer refuses to change the plan or address your concerns however, it will leave you in a stronger position if your employment is terminated. If you would like to discuss your circumstances in more detail, feel free to give us a call at the number below. We would be happy to assist.
The Lawyers at Samfiru Tumarkin LLP
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