121–130 of 466 posts
It's always something toxic when it comes to US companies. I had to do multiple background checks. In Romania they are unheard of.
It's always something toxic when it comes to US companies. I had to do multiple background checks. In Romania they are unheard of.
Were the background checks for a remote job? That would makes sense. Employing someone several thousands miles away in a foreign country requires a certain amount of due diligence, especially to keep the (tax) authorities happy.
> Less than a week after the plaintiff was fired, the Rijswijk branch of Chetu Inc. was deregistered from the Chamber of Commerce and shut down on 2 September, records show. So, it's a fair assumption that no organisation in the Netherlands is going to pay out as a result of this. What are the chances of the employee being able to enforce this judgment in a Florida court?
Earlier quoted context omitted.
Very similar in Texas - it is called At Will employment. Other states are Right to Work. Each has pros and cons. I’ve only lived and worked in Texas so At Will is very close to “for any reason” as long as it’s not against the law. Don’t like your haircut? They can shut can you on the spot. On the flip side, if one day you go in and you’ve just had enough of the hourly retail job and think you can get a better one, yo…
"Right to work" is a different concept related to unions, and includes Texas: https://en.m.wikipedia.org/wiki/Right-to-work_law All the states are At Will, but a number of them have exceptions that provide certain protections (ex. Not being fired for following the law): https://en.m.wikipedia.org/wiki/At-will_employment
I love it when US companies meet Dutch labor laws.
he was ordered to take part in a virtual training period called a "Corrective Action Program." This is the sort of name given to processes uses when an employee is already performing below expectations. (Where I work it’s a more euphemistic Performance Improvement). If that’s the case here then his firing was a bit less sudden than it appears. Though the entire monitoring process seems draconian regardless.
The article also states that he was "telemarketing worker" without much detail about his job duties. Was the company already recording his screen and voice (if applicable) interactions with customers?
he was ordered to take part in a virtual training period called a "Corrective Action Program." This is the sort of name given to processes uses when an employee is already performing below expectations. (Where I work it’s a more euphemistic Performance Improvement). If that’s the case here then his firing was a bit less sudden than it appears. Though the entire monitoring process seems draconian regardless.
PIPs are a tool for managing out employees that don’t perform well or don’t yield to often abusive company demands like e.g. overtime or pissed of somebody in management or connected to management.
Earlier quoted context omitted.
PIPs are a tool for managing out employees that don’t perform well or don’t yield to often abusive company demands like e.g. overtime or pissed of somebody in management or connected to management.
Also potentially just the unlucky selected person for a forced rank/yank exercise when everyone is doing their job, but some percentage is selected to oust.
he was ordered to take part in a virtual training period called a "Corrective Action Program." This is the sort of name given to processes uses when an employee is already performing below expectations. (Where I work it’s a more euphemistic Performance Improvement). If that’s the case here then his firing was a bit less sudden than it appears. Though the entire monitoring process seems draconian regardless.
PIPs are a tool for managing out employees that don’t perform well or don’t yield to often abusive company demands like e.g. overtime or pissed of somebody in management or connected to management.
I have seen companies that lack this process and witnessed employees getting very positive feedback from managers even in performance reviews, only to be shell shocked with a termination for poor performance.
Given the option to have a PiP process or not I would rather have one.
I have seen employees go on a PIP and then improve their way out of it. I have seen them be used as a tool to justify termination, and in one case the PIP ended up revealing fraud.
I think the point is, if a company is going to abuse employee, that will happen with or with out a PIP, but even with abusive management having that process IMO is better than not