Performance improvement plans, commonly known as PIPs, are often seen as tools to course-correct employee performance, however, recent federal decisions show how poorly structured PIPs can expose employers to liability.

In his latest article published in Law360, Noah Bunzl, counsel in the Tarter Krinsky & Drogin Labor & Employment Practice, breaks down common missteps, including PIPs with unrealistic goals or unachievable timelines and PIPs imposed following a protected complaint.

Click to read Noah’s analysis discussing practical guidance for employers on when a PIP is appropriate and when it may do more harm than good.  

Law360-Recent-Rulings-Show-When-PIPs-Lead-To-Employer-Liability.pdf