Did this same scenario happen to anyone else? I was put on a performance plan for 30 days sept 24th with a list of things to get completed. I had arguments of course of what was written on it. All bullsh-t of course. Even still I did all the things and in a meeting my boss even said I was working towards improving and looking better. Blah blah blah
30 days come and get a meeting invite and told to stay home. Literally got let go exactly 30 days later Oct 24th after my so called performance was improving.
My boss was literally reading from a script telling me I’m let go and I will receive a letter via email to sign. About a week later I received the email I had to sign it or I wouldn’t get my sh---y 60 day pay.
I see others got let go in a different way. Either way this can’t be legal. What do we do? Can we fight this?
12 replies (most recent on top)
Yes this exact thing happened to me in February of last year and was let go in March. It was actually a blessing in disguise. I found a better job with a better pay and awesome people. BNY is a sh-tshow. RV and his cronies are dou--ebags and belong in the gutter. They will always sc--w people’s careers so that the stock price goes up. BNY doesn’t deserve hardworking honest people. Hope the board members see through this and fires RV his useless sidekicks.
Good luck on your job search and believe me it is a blessing in disguise. The grass is lot more greener on the other side
First off, I’m really sorry this happened to you. The exact same thing happened to me and another coworker around this time last year. Word for word. I even talked to an employment attorney and she straight up said it was BS. Unfortunately, she also told me it probably wasn’t worth pursuing a case because whatever payout you might get wouldn’t come close to what BNY could drag out in legal fees. It su-ks, but honestly the best thing you can do is see this as being unchained from the shackles of such a horrible company. You’re free to focus on whatever’s next. Better things are coming.
@de its not the mgrs choice i hope you know which clearly you dont by your comment. Mgmt cant just put you on a pip without hr advising to do so. Theyre also the ones who advise any other course of action as well so stop blaming mgmt. do ur fking job and you wouldnt have to worry
PIP is a scam they use to get rid of folks without severance. HR tells the manager no one can improve enough in 30 days to come off it and stay. You are automatically going in 30 if you get one. Some managers even ask you if you want to go now and get paid for the 30 days. The place is a joke. The legal team isn't there to ensure they follow the laws but rather to find loopholes for them. The ethical lawyers got out long ago.
What you have to keep in mind. BNY employs a number of persons in low-level and mid-level leadership roles that are unemployable. Meaning, they will do whatever they are told if they believe BNY will keep them employed. Better known as spineless weasels.
What did happen in "some" cases. After these "spineless weasels" assisted with fugayzi PIP's, they too were shown the door (in time) as the firm restructures.
This happened to me. An improvement plan was never discussed, nor timeline, nor did I have any additional meetings with leadership. I was PIP'ed in October and lost my position after new year due to a low performance score on year end review.
Which supports what the other poster claims. There was no effort from my leadership to layout a plan of improved job performance. In speaking with my peers that were also PIP'ed and terminated, the same applied to them. Leadership passed out PIPs, but never gave direction for job improvement nor spoke to any of us again about job performance until year end review. We were each told our year end review was a low score because of the earlier PIP.
Which makes BNY a third world firm.
Direction from hr. They know at the start whether or not you're going to graduate from pip regardless of your progress of the tasks.
@a8 ok so “when” you worked here they weren’t falsifying ratings so boldly as they are now and without good cause. And nobody said there werent some who deserved to be on one. Clearly you were which is why you dont work here anymore. So lets not comment when you arent even an employee
What’s with the anger? Why would you want to be somewhere you’re not wanted?
There were plenty of people who deserved to be on PIPs when I worked there from what I saw.
If your overall eoy was below, regardless of any pip in play, hr forced termination. Its happening thanks to whoever altered all the ratings
You were set up for failure. Once the PIP was put forth, the clock started ticking. Many folks really think these are for professional development - nope. It’s for documentation to prevent lawsuits for the firing.
One of the ways you manage a PIP is document that you have no understanding why a PIP is being laid out given client, internal, other positive feedback and x, y, z wins. You use words like “this process is highly distressing given it is without merit.” If you have real ba--s, you say you will need to raise this to the ethics department and legal third parties given you believe you are concerned that these statements have potential of damaging your reputation and this needs further attention with applicable parties. You then figure a way to get a psychiatrist to give you a note requiring leave of absence given emotional disturbance as a consequence of gaslighting.
In other words as they are preparing for your firing, you indirectly inform them you are getting ready for a lawsuit. Do NOT lose your cool in meetings, hallway talks or emails. When they attempt to confuse you with false information, you keep using words like “this is highly distressing given it is not factual”, “I am worried there is potential distortion to what has actually transpired”, “can you please repeat what you said” (the last one to make them think you are recording them). Depending how much of a puppet your manager is, you can say you’d prefer to record all meetings and interactions. If you really want to play, in a meeting with a male manager, you say you’d prefer the door open because you don’t feel safe.
What I’m telling you is that this is WAR. This isn’t pretty. But if you want to protect yourself, you need documentation. But most importantly, you need TIME for your real exit strategy to get a new role.
Btw, you need to apply these tips depending on your next role. You can’t play with the nuggets above and go work at a competitor with the same network as obviously people talk. You need to really analyze your chess game.
Good luck to all those upcoming PIPers.
They all su-k, batman and Robin will get what they deserve in life.
Karma is a bi--h boys and you call endure it motherf----rs.