Performance improvement plans
Performance Improvement Plan Cases
What is it?
Navigating Performance Improvement Plans (PIPs) before the Merit Systems Protection Board (MSPB) or other administrative bodies can be demanding. With over 20 years of experience, Morris E. Fischer, LLC supports federal and private-sector employees facing PIPs that may stem from unfair evaluations, retaliation, or discrimination—safeguarding your job security and advocating for equitable outcomes every step of the way.
How We Help You with Performance Improvement Plans
Performance Improvement Plans (PIPs) are frequently a precursor to termination rather than genuine improvement efforts. Our services empower you to challenge unfair PIPs, document tactics, and seek legal remedies to defend your position.
Strategic PIP Review
We thoroughly analyze your Performance Improvement Plan to uncover unfair elements and develop a robust defense strategy.
Timely Responses & Deadlines
We ensure all responses to your PIP and related filings are submitted promptly, preserving your rights in MSPB or other proceedings.
Aggressive Advocacy
From challenging evaluations to hearings, we represent you vigorously, questioning evidence and advocating for fair treatment.
Skilled Negotiation & Appeals
We seek equitable resolutions through negotiation and, if necessary, pursue appeals to protect your job and achieve justice.
Performance Improvement Plan (PIP) Advocacy
Navigating a PIP can be overwhelming and career-threatening. With over 20 years of experience, Morris E. Fischer, LLC reviews unrealistic performance goals, negotiates reasonable accommodations and deadlines, and—if necessary—takes your PIP dispute before the Merit Systems Protection Board. We give you the strategic support and aggressive advocacy you need to preserve your job and reputation at every turn.
Performance Improvement Plan (PIP) Cases
Annette Bates v. Department of the Treasury, MSPB No. DE-1221-14-0182-W-1 (2015)
After 30+ years of service and following age and gender discrimination complaints, federal auditor Annette Bates was placed on a 60-day PIP and removed after only 18 days. The agency produced thousands of audit work papers to obscure alleged mistakes. Morris E. Fischer, LLC challenged the PIP’s basis, leveraged critical depositions revealing agency admissions, and settled a week before hearing for $190,000 in back pay, compensatory damages, attorney’s fees, and expungement of all negative personnel-file entries.
PIP FAQ
What is a Performance Improvement Plan (PIP)?
A PIP is a formal document from your employer outlining specific performance deficiencies, measurable goals, and deadlines. While ostensibly meant to help you improve, it often serves as a pretext for termination if objectives aren’t met.
Why do employers issue PIPs?
- To document and track alleged performance gaps.
- To set benchmarks that can justify termination if unmet.
- To shift the burden of proof onto the employee.
What should I do when placed on a PIP?
- Carefully review and understand every requirement.
- Keep a daily log of assignments, emails, and interactions.
- Avoid confrontations; maintain professionalism.
- Seek legal counsel immediately to challenge unfair terms.
Can a PIP lead to termination?
Yes. If you fail to meet the PIP’s often unrealistic goals, it becomes grounds for termination. Early legal intervention can help modify objectives and protect your position.
How can Morris E. Fischer, LLC help?
- Review your PIP for fairness and legal compliance.
- Gather evidence—performance records, emails, and witness statements.
- Negotiate reasonable goals, accommodations, and deadline extensions.
- Represent you in internal appeals or MSPB proceedings.
- Advocate aggressively to preserve your career and rights.
PIP Success at a Glance
- 100+ PIPs Successfully Challenged
- Rapid PIP Review Within 48 Hours
- Negotiated Realistic Goals & Extensions
- MSPB Appeals & Career Preservation
Facing an unfair Performance Improvement Plan? Let our experienced team challenge it and safeguard your career.
Contact Us Today