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[quote=Anonymous][quote=Anonymous][quote=Anonymous]

I'm not OP, but let me get this right: the firm gets carte blanche to lie about the quality of OP's work and frame her dismissal as performance-based instead of the truth, which is that their business model is unable to sustain her as an employee. OP should do whatever is in her best interest, but if that includes calling the firm's bluff, then she should call it.[/quote]

Calling the firm's bluff is very much NOT in OP's best interest.

Yes, the whole "we're going to blindside you with a baseless bad review" part sucks, but everything else is much better than elsewhere in the private sector.

OP has 60 days to look for a new job with the support of her current employer while still pulling in a salary.   And if she doesn't have anything set in 60 days, they may give her a bit more time before involuntary termination (and possibly severance).   With the exception of layoffs covered under the WARN act, in the private sector you get walked out the door the same day.

The firm will try to reduce the pain of this if OP plays along.  If OP decides to push back and make a big stink, things will not go so smoothly or well for the OP.[/quote]

+1.  I just don’t get why firms feel the need to create pretend performance issues.  Much better to be honest.  Even saying, look, you’re great, but so-and-so the third year is equally great and costs us 200k less per year (or whatever the truth is) is much fairer to people and IMO makes it much easier for people to deal with adverse decisions.  And PSA to all mid- to senior level associates:  it can end at any time with very little notice, so plan your financial affairs accordingly.  This is true for partners too, btw, there is no security at that level anymore either.    [/quote]

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