Eddy is the all-in-one HR Suite built to help local businesses with deskless workforces hire reliable workers, retain workers through better company culture, and minimize legal risk.
Eddy is the all-in-one HR Suite built to help local businesses with frontline workers easily manage their people, payroll, and hiring processes.
Violet -you make substantial references to handwriting a person’s points that they want to remember-“write it down”-do you think typing it out & saving it on computer results in the same level of memory of the idea or thought that handwriting it does?
The word investigation denotes impartial information gathering. HR is the opposite of impartial therefore incapable of doing investigations. HR exists to manage humans as a resource to service the needs of the business's executives and shareholders period. They are in no way interested in doing the right thing from a legal or moral standpoint. If the CEO is like Harvey Weinstein their job is to act in his best interest Not yours. They only serve the CEO because if they don't they lose their job. They are buissness people not investigators or lawyers.
I was terminated because of claims filed within my personal account. The investigation team tag 3 claims from last year. I provided the backup emails to the vendors, to the investigator. The next thing I was pulled into a meeting and terminated for violating company code of conduct. They did not identify or highlight the code of conduct that I violated. (Talking with food in your mouth can be a violation of code off conduct). I was terminated without severance pay, no termination letter, no unemployment. No concrete knowledge of the outcome of the investigation. No investigation number. Nothing to prove that the investigation was legit. They said it was conducted by a third party investigation company. There is no audit trail within the claims department to show that my account was closed and sent to third-party investigation team. I was told by the claims department that they have no contact information for the investigation team. I read just about that time period, the company is charged for breach of data for personal information on its customers. So, without the audit trail, I am thinking my data was breached and sent to third party company.
We have had issues like this for issues mostly about management style and micro management. In such cases it is escalated to executive management. There is also a grievance policy and ladders of escalation. Another example would be if the complaint was about HR, then it gets escalated. If it’s about the executive management then it’s escalated to the board, etc
It seems sex harassment is the easiest way to get someone fired? Even if you are not guilty? But don’t get me wrong if it’s true something needs done . But I seen ppl get fired over it and I know it’s not true .
Why don’t they question the person that the complaint is about before they decide ? My son was questioned the day of ?He was accused of yelling at someone which his other site manger did ! His manger knew nothing about this until the night before ? He had awesome evals and attendance! He should have been questioned and chance to understand.
I was accused of sexual harassment. The company didn't conduct an investigation. I certainly was not questioned about it at all. I did not sexually harass anyone at anytime. I was fired outright. The new company manager had let it be known to his subordinate leads that he wanted me out. I'm 66 years old, and I say that's the real reason why he wanted me out.
@@booradley0x0 No. No there wasn't. I overheard 2 subordinate leads saying that the new Director of Operations wanted me out on two different occasions.
Just got a pip today. I don't fancy my chances and am taking my time to look for other jobs. I'll try to improve. But I'm thinking its the manager just having enough of me.
Omg this must be the most buffoonery BS gaslighting HR jedi tricks. I cannot even watch this because I left my last job from a subjective and gaslighting PIP. I say PIPs are not meant for you to succeed and not useful especially if you're burned out mentally and over worked. I say If you are placed on one RESIGNED!!!!!!!!! from that company this is a documentation to set you up to fail.
A PIP is the kiss of death. If you ever end up on a PIP, make sure your resume is updated and actively start looking for a new job. Any decent boss / manager would take their employee aside and discuss performance issues and not jus throw the employee on a PIP. I was put on a PIP many years ago. I was given the list of things that needed to get done with their due dates. I finished everything on the list early and was still fired. So what I learned was, if you get put on a PIP, don't even bother trying anymore, work only on improving yourself and let the company fire you and you can claim unemployment while waiting for your next job to start.
This is quote from Commissionaires Nova Scotia District Manager Chris Duncan to myself and my witness on site supervisor he was about to conduct harassment investigation into: "Cause she has done a lot of good work in terms of the client relationship in taking over a very difficult challenging site to manage- So the client is happy, the company is generally happy with what it is." " But-she's achieving something for the company." These approval of her comments are non - neutral statements made by investigator before he even began his investigation. Bias prevents a workplace investigator from being able to look at a situation or person objectively and being neutral , to conduct an investigation thoroughly and with an open mind. This is because investigator comments infer he has already prejudged the issues to be decided, and he is not impartial. Best evidence of a closed mind is found in the statements made by investigator Chris Duncan before he even began the investigation. Myself and my witness both told Nova Scotia Small Claims Claims court Adjudicator Darrel Pink same story of investigator comments to us at the recorded with permission meeting. Adjudicator found nothing wrong with Chris Duncan investigating this. Adjudicator summary report, para 9: "Mr Duncan was positive about and happy with her work." Anyone besides myself, see something wrong here?
I wonder if someone from HR was ever put on a PIP.. Whey they asked about the “supporting” part ,, that Naomi person , I guarantee could care less about supporting the person. They need to get the side of the associate also, not just their manger.
Fat lies, they are just trying to get rid of people the “ we are here to help you” is bull crap. I personally set up meetings with the people who put me on a PIP and the one accepted the invite but didnt show up until the other manager called him. I was asked why I set it up, and I told them because I am trying to be accountable for my own actions. They dint want to be there.
I got suspended on my friday it was supposed to be for 2 days, hr called me i missed the call called back haven't heard anything back its been a week and 2 days. MGR said it was due to job performance but that's all he knew most dysfunctional place i ever worked and i am convinced that it had to do with my complaint about not receiving my lunch breaks to HR and GM a week before and work overload.
hi thanks for the video. I have a question. what if I was on a paid suspended and my employer asked me not to do any other job, Assuming I have a second job before the suspension, what am I going to do. please I need an answer. thank you
I am not in HR or management at an organization. I think there are cases were a PIP is used as a positive good tool to retain an employee. If used properly by a manager that has given past feedback and wants to use the PIP as a more robust tool to help retain an employee and correct performance issues, it is a right thing to do. I received a PIP in this context and passed the PIP but did eventually move to a different company.
Yes, there are certainly cases where PIP is implemented in good-faith with the only intention to support the employee and help get him or her back on-track. This is what a PIP should always be used for. Sadly, more often the case than not, it's used as a tool to push the unwanted employee out while covering the company legally. The decision has already been made before the PIP is ever handed out, which is wrong on so many levels as it gives the false impression that the employee is being given a fair chance.
This entire video was extremely sickening! I couldn’t even watch it to the end. Coming from someone that’s been on a PIP… this video screams out manipulation. PIPS is a legal entity to make sure that the “COMPANY” is legally protected before letting someone go/terminated. The condescending attitudes majority of the panel had sounds redundant and fake. Not under any circumstances does the HR care about your success if you the EMPLOYEE is struggling in your role/position. They need that PIP to legally get rid of you. Statistics show in most major companies that it’s like 97% of employees NEVER make it out of a PIP. This video is a prime example of how HR feels about you as the employee . They are primarily there to protect “Their OWN”, and if you are ever put on one…. You would be doing yourself a disservice by trying to stay. God forbid, even if you did make it out… that PIP would NEVER go away! It would always follow you no matter where or what you tried to go within the organization. Find yourself a better place of employment where you can start fresh. Because at this point, this is just a setup.. that employer is only looking out for themselves! This panel utterly disgust me. Shameful!😮
I agree with you. For the 97% of cases you mention, the employee is performing well. But now, the PIP has become an acceptable and common practice to get rid of the "black horse" employee that is typically high-skilled and highly productive, thus at odds with a team of mostly mediocre members (including the manager) and hard to terminate based on pure work performance. PIPs are also highly subjective using terms like "unprofessional" that cannot be measured. They are also used to demean and humiliate workers. I also found this in an article: "The post-boomer new generation middle managers tend to rely on tools favoring standardization in the decision-making or project delivering process. They tend to be ruthless ('relationship' means very little), and like to band together and act like a "Fraternity Group". PIP, in essence a group-decision-make tool without clear boundaries and definitions, is perfect for them to use getting rid of an otherwise hard-to-terminate high-performance employee with low risk of a lawsuit (The PIP employee is usually required to sign the PIP to show "understanding" and "commitment to the plan" thus agreeing to the 'guilt' summarized on PIP)". Corp O Rat America is being run by morons now. In my over 40 year career, I never heard of or went through any type of PIP. Not ONCE. Then in the last 4 years, I experienced 2 of them. I both cases I did not sign and never would sign the bogus subjective terms. I quite instead. At my age, which I believe is one of the reasons for them, I am not sure I ever want to work in a corp o rat culture again. Employers want to know why it's so hard to keep loyal workers, take a look at these people and HR and management and you will find the reason why.
Yesss OMG this video was so infuriating with their gaslighting and subjective narrative. I find it funny when they say "they are here to help you" but when you give constructive feedback or input like more staff or lessen work load it is a jedi bait and switch. Smh.
Thank you for taking the time out to do this video. This was very helpful.. I just wish and hope more HR personal would apply the Candidate’s Experience best practices. Many Don’t they will push a candidate through the process, without any communication of what too except. We all can attest Every company is different.
When an employee goes on pip, why is there no focus on the manager? Why does HR automatically take the side of the manager? It takes two. Listen to the employee and figure out what's really going on from that employee's perspective. I guarantee you that you're going to hear bad things about the manager. Then who do you believe? Better not just take the side of the manager, because that would be wrong. I've had friends who went through pips before. They said the same thing. It was all because of the manager doing the wrong things, not listening to them, not empowering employees to do what they need to do, or even gross negligence in caring for the safety of the employees. It's usually not the employee. The employee wants to do good work. They're often placed in a horrible position by management. As soon as a manager initiates the pip process against an employee, you HR should go into overdrive and begin getting both sides of the story from a neutral perspective. Let them both explain themselves. Do not just accept that managers are always right. If you're not doing that, then I have to judge you HR as being evil. You seem so nice, too, but that's the fact.
I absolutely agree with this, they automatically side with the person who is writing it, without even asking the associate what really is going on. They dont care.
HR is only interested in protecting the company. Most times, it equates to siding with management. In some cases, however, HR may side with the employee (flagrant harassment with definitive proof, for example) because to ignore or do otherwise could endanger the company with a lawsuit. And, just because HR sides with you one day, doesn't mean they won't turn on you the next. Whatever is perceived as beneficial for the company, that's the way they roll.
Listening to this just for few minutes helps me realize how much of a sham it is in my case and that the manager and the HR should be the ones to be put on PIP to help them learn of how to do a PIP.
This is informative and helpful. There's no other video like it. As a new hiring manager, it will be good to have more guidance on the interviewing process. Keep it coming, please 😊
This panel did an amazing job detailing what a PIP is, and how to properly issue them to employees. People get confused in general on what the purpose of Human Resources is, it’s to help an organization maintain its assets and rid it of liabilities. Hence, the reason why HR work so closely with in house counsel. So, PIP’s are just ways an organization maintain assets and rid itself of liabilities. As Heather pointed out, the problem occurs when HR take sides instead of actually looking at the evidence, such as “is this something we should’ve accommodated due to an ADA or FMLA issue” and so forth. Thus- HR must remain neutral and do as this panel says.
A PIP is not for performance improvement as it was designed for but, it is used by companies nowadays to document and ultimately fire someone for any reason. If you get a PIP dont work on it as your 99% going to get fired. It has been abused by companies and its purpose has become mute.
