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Discrimination in the workplace refers to treating an employee or job applicant unfavorably because of certain characteristics protected by law, including race, color, national origin, religion, sex (including pregnancy, childbirth, and related medical conditions), age (40 and older), disability, genetic information, sexual orientation, gender identity, and marital status. In Washington State, as well as under federal law, discrimination is prohibited in various aspects of employment, including hiring, firing, promotions, compensation, job assignments, and other terms and conditions of employment. In Washington State, the Washington Law Against Discrimination (WLAD) provides protections against discrimination in employment. Additionally, federal laws such as Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Pregnancy Discrimination Act (PDA) offer protections against discrimination in the workplace based on specific characteristics. If you believe you are experiencing discrimination, it's important to document any instances of adverse treatment and keep records of communications or actions that support your claim. This documentation can be valuable evidence if you decide to pursue legal action. Your employer may also have resources and/or policies and procedures related to reporting concerns you have related to discrimination and how to communicate with them about your concerns. Should you have any questions about your rights as an employee who is on or has experienced discrimination and are concerned about possible adverse action from your employer, please contact our office to speak with an attorney. These resources are available to the public for additional information and potential action that you may wish to take. We generally recommend you speak with a lawyer before filing a formal charge with the WSHRC or EEOC. • EEOC Discrimination by Type: Discrimination by Type | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/discrimination-type)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/discrimination-type) • Washington State Human Rights Commission (WSHRC): File a Complaint | WSHRC (w(https://www.hum.wa.gov/file-complaint)a.gov)(http://wa.gov)(https://www.hum.wa.gov/file-complaint) • Equal Employment Opportunity Commission (EEOC): How to File a Charge of Employment Discrimination | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/how-file-charge-employment-discrimination)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/how-file-charge-employment-discrimination)

In Washington State under Washington Law Against Discrimination (WLAD) and federal law under Americans with Disabilities Act (ADA), it is unlawful for an employer to discriminate against an individual because of a disability. A disability is defined as a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment. The definition is broad and includes a wide range of conditions and slightly varies between state and federal. You may also have requested or need to request reasonable accommodations to enable you to perform the essential functions of your job, which your employer may be required to offer to you. If you believe you are experiencing discrimination, it's important to document any instances of adverse treatment and keep records of communications or actions that support your claim. This documentation can be valuable evidence if you decide to pursue legal action. Your employer may also have resources and/or policies and procedures related to reporting concerns you have related to discrimination and how to communicate with them about your concerns. Should you have any questions about your rights as an employee who is on or has experienced discrimination and are concerned about possible adverse action from your employer, please contact our office to speak with an attorney. Below are some resources you can review regarding disability discrimination in the workplace: • Disability Discrimination and Employment Decisions | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/disability-discrimination-and-employment-decisions)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/disability-discrimination-and-employment-decisions) • ADA Enforcement(https://archive.ada.gov/enforce_current.htm)

Retaliation in the workplace refers to any adverse action taken by an employer against an employee because the employee engaged in protected activity.  Protected activity can include actions such as filing a complaint of discrimination or harassment, participating in an investigation of such complaints, opposing discriminatory practices, or exercising rights under employment laws such as requesting reasonable accommodations or taking medical leave. Both Washington State law, through the Washington Law Against Discrimination (WLAD), and federal law, such as Title VII of the Civil Rights Act of 1964, prohibit retaliation in the workplace. Retaliation can take various forms, including termination, demotion, reduction in pay or hours, denial of promotion or benefits, harassment, or any other adverse treatment that would dissuade a reasonable person from engaging in protected activity. If you believe you are experiencing retaliation, it's important to document any instances of adverse treatment and keep records of communications or actions that support your claim, especially your initial report or complaint. These reports can be to your manager, supervisor, or HR. This documentation can be valuable evidence if you decide to pursue legal action. Your employer may also have resources and/or policies and procedures related to reporting concerns you have related to protected activities and retaliation and how to communicate with them about your concerns. Should you have any questions about your rights as an employee who is on or has experienced retaliation and are concerned about possible adverse action from your employer, reach out to a lawyer immediately. These resources are available to the public for additional information and potential action that you may wish to take. We recommend contacting a lawyer before filing a charge with the WSHRC or EEOC as these entities’ functions are not to represent or advocate for employees as a private lawyer. • EEOC Guidance: Retaliation | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/retaliation)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/retaliation) • Washington State Human Rights Commission (WSHRC): File a Complaint | WSHRC (w(https://www.hum.wa.gov/file-complaint)a.gov)(http://wa.gov)(https://www.hum.wa.gov/file-complaint) • Equal Employment Opportunity Commission (EEOC): How to File a Charge of Employment Discrimination | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/how-file-charge-employment-discrimination)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/how-file-charge-employment-discrimination)

In Washington State, workplace harassment refers to unwelcome conduct based on a protected characteristic that creates a hostile, intimidating, or offensive work environment or interferes with an individual's ability to perform their job.  You may have heard the term hostile work environment or quid pro quo harassment. These are both forms of harassment in the workplace. If you believe you are experiencing harassment in the workplace, it's important to document any instances of adverse treatment and keep records of communications or actions that support your claim. This documentation can be valuable evidence if you decide to pursue legal action. Your employer may also have resources and/or policies and procedures related to reporting concerns you have related to harassment in the workplace and how to communicate with them about your concerns. Should you have any questions about your rights as an employee who is on or has experienced harassment in the workplace and are concerned about possible adverse action from your employer, please contact our office to speak with an attorney. These resources are available to the public for additional information and potential action that you may wish to take. We generally recommend you speak with a lawyer before filing a formal charge with the WSHRC or EEOC. • In April 2024, the EEOC issued a new Enforcement Guidance on Harassment in the Workplace: Enforcement Guidance on Harassment in the Workplace | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/laws/guidance/enforcement-guidance-harassment-workplace)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/laws/guidance/enforcement-guidance-harassment-workplace) • Here is another great resource on harassment at work: Questions and Answers for Employees: Harassment at Work | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/questions-and-answers-employees-harassment-work)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/questions-and-answers-employees-harassment-work)

In Washington State, if you are sexually harassed at work, you have rights protected by both state and federal laws. These laws may include Washington Law Against Discrimination (WLAD) and Title VII of the Civil Rights Act of 1964. Sexual harassment in the workplace can include unwelcome sexual advances, requests for sexual favors, or other verbal, visual, or physical sexual behaviors. Your employer may have specific procedures on how to report sexual harassment outlined in their policies and procedures and/or employee handbook. It's important to document any incidents of harassment and keep records of your reports, including any responses from your employer. The company may be liable for sexual harassment if your manager, supervisor, or boss is the person harassing you. If the harasser is someone who is not your manager, supervisor, or boss, the company may only be liable if they knew or should have known about the harassment and failed to prevent or remedy it. If your employer does not take appropriate action to address any reports of sexual harassment, you may consider consulting with an attorney to find out more about your rights as an employee and what resolutions may be available to you. Here are useful resources related to sexual harassment from the EEOC: • Sexual Harassment | U.S. Equal Employment Opportunity Commission (eeoc.gov)(https://www.eeoc.gov/sexual-harassment) • Fact Sheet: Sexual Harassment Discrimination | U.S. Equal Employment Opportunity Commission (eeoc.gov)(https://www.eeoc.gov/laws/guidance/fact-sheet-sexual-harassment-discrimination)

If you have been fired for whistleblowing in Washington State, you have options to potentially seek remedies for wrongful termination. Washington State whistleblower laws include Washington State Whistleblower Protection Act, Washington Industrial Safety and Health Act (WISHA), and Washington Law Against Discrimination (WLAD). Federal whistleblower laws include Whistleblower Protection Act (WPA), Sarbanes-Oxley Act (SOX), and Occupational Safety and Health Act (OSHA). If you believe you were terminated for reasons related to whistleblowing, feel free to contact our office to talk to a whistleblower lawyer in Washington State. You may also review the following resources: • Occupational Safety and Health Administration (OSHA): Home | Occupational Safety and Health Administration (o(https://www.osha.gov/)sha.gov)(http://osha.gov)(https://www.osha.gov/) • Washington State Department of Labor and Industries (L&I): Labor & Industries (L&I), Washington State(https://www.lni.wa.gov/) • Washington State Human Rights Commission (WSHRC): File a Complaint | WSHRC (w(https://www.hum.wa.gov/file-complaint)a.gov)(http://wa.gov)(https://www.hum.wa.gov/file-complaint) • Equal Employment Opportunity Commission (EEOC): How to File a Charge of Employment Discrimination | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/how-file-charge-employment-discrimination)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/how-file-charge-employment-discrimination) Should you have any questions about your rights as an employee who is on or has experienced issues related to whistleblowing and are concerned about possible adverse action from your employer, please contact our office to speak with a whistleblower attorney.

If you reported workplace misconduct in Washington State, your employer generally cannot fire you in retaliation for making the report. Both federal and state laws provide protection for employees who report illegal or unethical behavior. Employers are not allowed to retaliate against employees because they reported illegal behavior, such as harassment, discrimination, hostile work environment, etc. If you have been fired for whistleblowing in Washington State, you have options to potentially seek remedies for wrongful termination. It is recommended that you contact a lawyer immediately to discuss the specific details of your case, as every case is different. Should you have any questions about your rights as an employee who is on or has experienced issues related to reporting workplace misconduct and are concerned about possible adverse action from your employer, please contact our office to speak with an attorney. Here is a resource from the EEOC that is available: • Your Rights | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/youth/your-rights)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/youth/your-rights)

In Washington State, employees may have grounds to sue for wrongful termination under certain circumstances. While many employers refer to Washington State being at “at-will state,” which means they can terminate an individual’s employment for any reason, or no reason, the reason cannot be an illegal one. Exceptions to “at-will” employment may include discrimination, retaliation, violation of public policy, or breach of contract, among others. Should you have any questions about your rights as an employee who is on or has experienced wrongful termination, please contact our office to speak with an attorney. These resources are available to the public for additional information and potential action that you may wish to take. We generally recommend you speak with a lawyer before filing a formal charge with the WSHRC or EEOC. • Washington State Human Rights Commission (WSHRC): File a Complaint | WSHRC (w(https://www.hum.wa.gov/file-complaint)a.gov)(http://wa.gov)(https://www.hum.wa.gov/file-complaint) • Equal Employment Opportunity Commission (EEOC): How to File a Charge of Employment Discrimination | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/how-file-charge-employment-discrimination)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/how-file-charge-employment-discrimination)

You may be able to take legal action if you believe your employer fired you because you were injured on the job. In Washington State, several laws protect workers from retaliation for workplace injuries, including workers’ compensation laws, Washington Law Against Discrimination (WLAD), Americans with Disabilities Act (ADA), and Family and Medical Leave Act (FMLA). Your employer (or union) may have policies and procedures in place providing guidance for how to initiate an internal grievance process. If you believe you were terminated for reasons related to an on-the-job injury, please contact our office to speak with an attorney. You may also review the following resource from Washington State Department of Labor and Industries (L&I): • Labor & Industries (L&I), Washington State(https://www.lni.wa.gov/)

In Washington State, employers are prohibited from discriminating against employees under Washington Law Against Discrimination (WLAD) on the basis of pregnancy, childbirth, or related medical conditions. There are also federal laws that protect employees from being fired due to their pregnancy status. One such law is the Pregnancy Discrimination Act (PDA), which prohibits pregnancy discrimination in the workplace. This applies to employers with 15 or more employees. Both state and federal laws require employers to provide reasonable accommodations for pregnant workers and those who have recently given birth or have related medical conditions, with certain exceptions. If you believe you have been discriminated against because of your pregnancy status, we recommend you seek legal advice from an attorney. Here is the Fact Sheet from the EEOC on Pregnancy Discrimination: • Fact Sheet: Pregnancy Discrimination | U.S. Equal Employment Opportunity Commission (eeoc.gov)(https://www.eeoc.gov/laws/guidance/fact-sheet-pregnancy-discrimination)

A hostile work environment is typically defined as a workplace where an employee experiences harassment or discrimination that is severe or pervasive enough to create an intimidating, hostile, or abusive work atmosphere. It is unlawful for an employer to subject their employees to such environment and fail to remediate their actions or the actions of their employees creating a hostile work environment. There are many instances where an employe may feel that they are subjected to a hostile work environment, but by law, they are not protected. For instance, if a supervisor mistreats an employee on the sole basis of the employee and supervisor rooting for different sports teams, that is not covered by the law. However, if the supervisor is subjecting an employee to a hostile work environment because the employee is in a protect class or engaged in protected activity, such as reporting illegal behavior, then the employee may be entitled to legal protections. If you believe you are experiencing a hostile work environment in the workplace, it's important to document any instances of adverse treatment and keep records of communications or actions that support your claim. This documentation can be valuable evidence if you decide to pursue legal action. Your employer may also have resources and/or policies and procedures related to reporting concerns you have related to hostile work environment and how to communicate with them about your concerns. Should you have any questions about your rights as an employee who is or has experienced a hostile work environment and are concerned about possible adverse action from your employer, please contact our office to speak with a hostile work environment law attorney.

If your employer in Washington State is not providing or paying for your lunch or rest breaks as required by law, you have several options to address the issue. Generally, if you are required to work or be available to work during your lunch breaks, your company is to pay you for this time. Many companies pay for continuous or intermittent rest breaks and do not require employees to clock in or out for these rest breaks. If you are not receiving your lunch or rest breaks, then there may be a violation and you should contact a lawyer right away. Here are some resources to read more on meal and rest breaks: • Administrative Policy ES.C.6.1 (w(https://www.lni.wa.gov/workers-rights/_docs/esc6.1.pdf)a.gov)(http://wa.gov)(https://www.lni.wa.gov/workers-rights/_docs/esc6.1.pdf) • Administrative Policy ES.C.2 (w(https://www.lni.wa.gov/workers-rights/_docs/esc2.pdf)a.gov)(http://wa.gov)(https://www.lni.wa.gov/workers-rights/_docs/esc2.pdf) If you believe you have not been paid for your lunch or rest breaks, you can speak with one of our wage and hour lawyers.

In Washington State, your rights to workplace accommodations are primarily protected under both federal and state laws (Washington Law Against Discrimination (WLAD) and federal law under Americans with Disabilities Act (ADA). A broad idea of reasonable accommodations are modifications or adjustments to a job or work environment that enable a qualified individual with a disability to perform essential job functions. It is important to understand the process to follow when it comes to notifying your employer of your requested accommodations and the paperwork they may require from your medical or mental health provider to accompany your request. Once your request for accommodations is submitted to your employer, they must engage in an interactive process with you to determine what accommodations may be approved and what may cause undue hardship. It is unlawful for employers to discriminate or retaliate against you for requesting an accommodation. The EEOC issued an Enforcement Guidance on Reasonable Accommodation and undue Hardship under the ADA that is a good resource:  • Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada) Should you have any questions about your rights as an employee who is on or has experienced issues related to requesting accommodations and are concerned about possible adverse action from your employer, please reach out to our office to speak with a disability and accommodations lawyer.

Yes, you can request to work from home as a reasonable accommodation in Washington State. The feasibility and approval of such a request will depend on several factors, including the nature of your job, your medical condition, and whether the accommodation would cause undue hardship to your employer. If your doctor/provider determines working from home is an accommodation you can request, review your employer’s policies and procedures or employee handbook regarding how to engage with your employer to start the process for this accommodation. Your employer may request specific paperwork to be completed by you and your medical or mental health provider to accompany your accommodations request. Each case is unique, so the specific circumstances and job requirements will ultimately determine whether working from home is a viable accommodation. If you believe you are experiencing issues related to requesting accommodations, it's important to document your requests and your employer’s responses. This documentation can be valuable evidence if you decide to pursue legal action. Your employer may also have resources and/or policies and procedures related to reporting concerns you have related to issues related to requesting accommodations and how to communicate with them about your concerns. There may also be internal grievance process to follow within your employer’s company and/or the union, if applicable. Should you have any questions about your rights as an employee who is on or has experienced issues related to requesting accommodations and are concerned about possible retaliation or discrimination from your employer, please contact our office to speak with an accommodations lawyer. Here is the EEOC guidance that was issued on working from home/telework as a reasonable accommodation: • Work at Home/Telework as a Reasonable Accommodation | U.S. Equal Employment Opportunity Commission (e(https://www.eeoc.gov/laws/guidance/work-hometelework-reasonable-accommodation)eoc.gov)(http://eeoc.gov)(https://www.eeoc.gov/laws/guidance/work-hometelework-reasonable-accommodation)

In Washington State, you have several rights related to medical leave under both state and federal laws.  These rights ensure that you can take time off for your own health needs or to care for a family member without fear of losing your job.  Note, not all employers or employees are qualified to be considered for job protection under state and federal laws. In Washington State, FMLA is an option in certain circumstances, as well as a program called Paid Family and Medical Leave (PFML). It’s important to understand what creates a qualified employee and employer under these laws. The below websites are beneficial in getting a better understanding of those rights: FMLA: • https://www.des.wa.gov/services/small-agency-support/human-resources/supervisor-toolkit/family-medical-leave-act-fmla(https://www.des.wa.gov/services/small-agency-support/human-resources/supervisor-toolkit/family-medical-leave-act-fmla) • Fact Sheet #28E: Employee Notice Requirements under the Family and Medical Leave Act | U.S. Department of Labor (d(https://www.dol.gov/agencies/whd/fact-sheets/28e-fmla-employee-notice)ol.gov)(http://dol.gov)(https://www.dol.gov/agencies/whd/fact-sheets/28e-fmla-employee-notice) • Fact Sheet #28F: Reasons that Workers May Take Leave under the Family and Medical Leave Act | U.S. Department of Labor (d(https://www.dol.gov/agencies/whd/fact-sheets/28f-fmla-qualifying-reasons)ol.gov)(http://dol.gov)(https://www.dol.gov/agencies/whd/fact-sheets/28f-fmla-qualifying-reasons) • Family and Medical Leave Act | U.S. Department of Labor (d(https://www.dol.gov/agencies/whd/fmla)ol.gov)(http://dol.gov)(https://www.dol.gov/agencies/whd/fmla) PFML: • https://paidleave.wa.gov/(https://paidleave.wa.gov/) Your employer may also have resources and/or policies and procedures related to taking leave and how to communicate with them about your leave – it is important to review these policies and procedures and speak with your employer about your leave and intended return. Should you have any questions about your rights as an employee who is on or has taken leave and are concerned about possible adverse action from your employer, please contact our office to speak with a leave attorney.

FMLA (Family and Medical Leave Act) is a federal law that provides job-protected leave for specific family and medical reasons. In Washington State, FMLA is an option in certain circumstances, as well as a program called Paid Family and Medical Leave (PFML) administered by the state. The below websites are great resources for more information on eligibility for these programs. Your employer may also have resources and/or policies and procedures related to taking leave and how to communicate with them about your leave – it is important to review these policies and procedures and speak with your employer about your leave and return. Leave can be continuous or intermittent. FMLA has one of the greatest job protections for employees who take leave. Generally, your employer is supposed to return you to the same or similar position as before you took leave. FMLA: • https://www.des.wa.gov/services/small-agency-support/human-resources/supervisor-toolkit/family-medical-leave-act-fmla(https://www.des.wa.gov/services/small-agency-support/human-resources/supervisor-toolkit/family-medical-leave-act-fmla) • Fact Sheet #28E: Employee Notice Requirements under the Family and Medical Leave Act | U.S. Department of Labor (d(https://www.dol.gov/agencies/whd/fact-sheets/28e-fmla-employee-notice)ol.gov)(http://dol.gov)(https://www.dol.gov/agencies/whd/fact-sheets/28e-fmla-employee-notice) • Fact Sheet #28F: Reasons that Workers May Take Leave under the Family and Medical Leave Act | U.S. Department of Labor (d(https://www.dol.gov/agencies/whd/fact-sheets/28f-fmla-qualifying-reasons)ol.gov)(http://dol.gov)(https://www.dol.gov/agencies/whd/fact-sheets/28f-fmla-qualifying-reasons) • Family and Medical Leave Act | U.S. Department of Labor (d(https://www.dol.gov/agencies/whd/fmla)ol.gov)(http://dol.gov)(https://www.dol.gov/agencies/whd/fmla) PFML: • https://paidleave.wa.gov/(https://paidleave.wa.gov/) • Employers are also required to provide certain notices. For more information, here is a good resource: Fact Sheet #28D: Employer Notification Requirements under the Family and Medical Leave Act | U.S. Department of Labor (d(https://www.dol.gov/agencies/whd/fact-sheets/28d-fmla-employer%20notification)ol.gov)(http://dol.gov)(https://www.dol.gov/agencies/whd/fact-sheets/28d-fmla-employer%20notification) Should you have any questions about your rights as an employee who is on or has taken leave and are concerned about possible adverse action from your employer, you should contact a lawyer immediately. Time may be of the essence for taking and returning from leave.

It's important to be aware of the statute of limitations, which is the time limit within which you must file a lawsuit.  In Washington State, the statute of limitations for most employment-related claims is typically three years from the date of the alleged violation, but it's advisable to consult with an attorney to confirm the applicable deadline for your specific case. Every case is different, so the running of the statute of limitations may start at different points in time and could be less than the typical three years. There may also be different time limits for other matters, such as filing with the EEOC, with the shortest filing deadline of 180 days. If you are part of a union, there may be provisions in the Collective Bargaining Agreement (CBA) that requires you to take certain actions within a preset deadline.

If you're being laid off in Washington State, it's important to understand your rights and entitlements under state and federal laws.  You may have rights or concerns related to how much notice you received, your final paycheck, severance agreement, insurance benefits, or unemployment benefits. Your employer may have policies and procedures or information in the employee handbook regarding handling of separation from the company – it is recommended that you review these policies and procedures or employee handbook for this information. Whether you are owed a specific time for notice depends on various factors. In Washington State, there is no mandatory rule that all employers must offer a severance package to employees. Generally, employers offer severances to employees for the reason of exchanging an agreement from the employee to not sue the company or its owners/shareholders. Should you have any questions about your rights as an employee who is on or has experienced termination or layoff from your place of employment and are concerned about the circumstances surrounding this termination or layoff, please contact our office to speak with an attorney. Our office consistently engages in many severance agreement reviews. • This resource is recommended for additional information regarding unemployment benefits: Employment Security Department (ESD): ESDWAGOV - Unemployment Benefits(https://esd.wa.gov/unemployment)

Launched in 2017, Amazon put into place the Amazon Pivot Plan. The Pivot Plan generally offers Amazon employees the options to quit and accept a severance package, or attempt to reach performance goals set by a manager over a set period of time. Generally, those on Pivot Plans cannot transfer teams or departments. Whether it be a severance, termination, Pivot Plan, or other concerns, AKW Law can assist in reviewing and providing advice on these issues. Should your concerns include potential discrimination, hostile work environment, or non-compete, amongst others, we recommend reviewing our FAQs for additional information and resources.

Many companies use Performance Improvement Plans (PIP), which is a formal document to address alleged performance issues.  It usually outlines specific expectations, areas of improvement, and a plan to help the employee meet those expectations.  Generally, there is an end date or time frame.  It is meant to coach and help employees improve, but many times, companies use PIPs or other coaching documents to segway an employee out of their job.  When this happens, it points to the companies papering the employee’s file to separate their employment.  It can be truly because of performance concerns or it can be a cover up for something illegal, such as retaliation and/or wrongful termination.