Can I ask for an exit package or will they just fire me if I do?

[Anonymous]

You're assuming you'll get a package if they fire you while you're on a PIP. Not everyone does. They likely were worried about you suing them, hence why they didn't put you on one and then fire you when you thought they would. So they kept you and just let you dig your own grave. Now you're doing the bare minimum at work and doing all the things they need to document to show that you need to be on a PIP that's unrelated to your maternity leave.

[Anonymous]

OP why would they give you a package? Nothing you said provides a reason. And why did you get a poor review? What did they say?

[Anonymous]

Anonymous wrote:OP here. This is what happened:

In the fall I got a positive year end review, then gave birth days later.

In the winter, while out on mat leave, my formal review was posted and it was negative, which usually results in a PIP. No explanation given. At this point I mentally prepared to leave.

I come back and was informed I’ll be put on a coaching plan, which is the precursor to a PIP. Then they told me nevermind. Meanwhile they’ve given me a totally BS scope, which I can see is their way to eventually fire me, most likely during the year end review process.

I would like more time to devote to my next opportunity — I’m doing very little, but enough that it’s a time suck to commute and sit on calls, etc.

I *know* they are ready to be rid of me. And I them.

I know Google recently sent an email saying essentially, if you’re not committed that’s fine, you can leave and here is the package you will get. Like voluntary layoffs essentially.

There is more to it than this, like weird stuff on my team and being treated terribly during my maternity leave, which makes me think they are keeping me here because they’re worried I’d sue or something. I have no idea, but there must be some reason I’m still here.

I know this sounds incredibly ballsy but I’m basically in a social experiment of how impossible it is to get fired from corporate America. Im beyond ready to cut the cord, but if there’s any chance I could get a severance package, I want one.

I think if I simply stay, I would get a PIP by late fall and be ousted with a package by winter. But I’d prefer to have that happen now so I can focus on my next venture guilt free.

I mean if they gave you a great review and nothing changed except you went on mat leave, it sounds like they SHOULD be scarred and worried

[Anonymous]

A package to leave, what? Most severance at companies is 1-2 weeks for each year and it’s just because they don’t want to get sued.

[Anonymous]

F500 employee. Packages at my work are only occasionally available for the asking. And it's usually at a time when these are being made generally available to multiple people within a unit that is targeting a reduction in force.

I was laid off immediately upon return from maternity leave with a bit of unpaid FMLA at the end. All positions associated with the product I worked on were cut or scheduled to be cut within a month of my return. These cuts were not performance-based. I know other women laid off upon return. They don't have to hold your job if the work group or area is being restructured.

[Anonymous]

Anonymous wrote:A package to leave, what? Most severance at companies is 1-2 weeks for each year and it’s just because they don’t want to get sued.

Capital One packages are 3 months for a PIP 10 months for a role elimination

[Anonymous]

Anonymous wrote:OP here. This is what happened:

In the fall I got a positive year end review, then gave birth days later.

In the winter, while out on mat leave, my formal review was posted and it was negative, which usually results in a PIP. No explanation given. At this point I mentally prepared to leave.

I come back and was informed I’ll be put on a coaching plan, which is the precursor to a PIP. Then they told me nevermind. Meanwhile they’ve given me a totally BS scope, which I can see is their way to eventually fire me, most likely during the year end review process.

I would like more time to devote to my next opportunity — I’m doing very little, but enough that it’s a time suck to commute and sit on calls, etc.

I *know* they are ready to be rid of me. And I them.

I know Google recently sent an email saying essentially, if you’re not committed that’s fine, you can leave and here is the package you will get. Like voluntary layoffs essentially.

There is more to it than this, like weird stuff on my team and being treated terribly during my maternity leave, which makes me think they are keeping me here because they’re worried I’d sue or something. I have no idea, but there must be some reason I’m still here.

I know this sounds incredibly ballsy but I’m basically in a social experiment of how impossible it is to get fired from corporate America. Im beyond ready to cut the cord, but if there’s any chance I could get a severance package, I want one.

I think if I simply stay, I would get a PIP by late fall and be ousted with a package by winter. But I’d prefer to have that happen now so I can focus on my next venture guilt free.

Do you hear yourself? You are doing bare minimum and getting paid a full salary and expect to get a severance for doing the bare minimum so you can leave.

As someone who had to deal with people
Who needed to go it’s such a nightmare. HR makes us document everything for 6-9 + months before someone is allowed on a PIP. Even then we have to send them to trainings etc for months before documentation so it ends up being a year or more before the PIP starts!

Also just an FYI people do back door references so even if for some reason you can get them to give you a good or neutral reference doesn’t stop Jane on your team who meets someone at a conference and say you did nothing for months at a time.

Spend the time to look and apply for a new role.

Your company has now documented you doing bare minimum now for months so I don’t see a lawsuit anymore. The time to do it was when you came back if
you did great work.

Something similar is happening at my spouses company and everyone who is good is leaving because they are sick of the company keeping a couple employees on who do bare minimum. You’re bare minimum means someone else is doing your work which means more hours for them.

[Anonymous]

I'm not in HR but am starting to understand why companies are willing to spend billions on AI so they don't have to have so many employees.

[Anonymous]

Anonymous wrote:I'm not in HR but am starting to understand why companies are willing to spend billions on AI so they don't have to have so many employees.

Because they don't know how to manage employee returns from maternity leave.

Billions.

AI.

Dudebro alert!

[Anonymous]

Anonymous wrote:

Anonymous wrote:A package to leave, what? Most severance at companies is 1-2 weeks for each year and it’s just because they don’t want to get sued.

Capital One packages are 3 months for a PIP 10 months for a role elimination

Do you think Capital One would give a package in this situation?

[Anonymous]

We don't give exit packages to mid-level managers. We are waiting for cause, or for you to quit.

[Anonymous]

This may be of value to OP: https://www.financialsamurai.com/how-to-make-money-quitting-your-job-2/
Good luck!

[Anonymous]

There are lots of people that would love to have your job.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:A package to leave, what? Most severance at companies is 1-2 weeks for each year and it’s just because they don’t want to get sued.

Capital One packages are 3 months for a PIP 10 months for a role elimination

Do you think Capital One would give a package in this situation?

A pip package, yes

[Anonymous]

Never leave Capital One without a package, they give them out like candy