tag:blogger.com,1999:blog-569140567104079936.post7274542508156790437..comments2024-03-26T11:20:37.213-04:00Comments on Lawffice Space - Employment Law Blog by Philip Miles: 3rd Circuit: Performance Improvement Plan Not an Adverse ActionPhilip K. Mileshttp://www.blogger.com/profile/11349063480861352618noreply@blogger.comBlogger3125tag:blogger.com,1999:blog-569140567104079936.post-70557423060069486302023-06-22T19:07:06.555-04:002023-06-22T19:07:06.555-04:00I would think that an unlawful PIP could be consid...I would think that an unlawful PIP could be considered and act of harassment. Or an act of reprisal regardless of weather or not it is an adverse action. The fact that it is not adverse leaves a lot of room for additional consideration. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-569140567104079936.post-570809970302624442011-12-27T14:20:32.351-05:002011-12-27T14:20:32.351-05:00I'm not aware of any. And, the 3rd Cir. opinio...I'm not aware of any. And, the 3rd Cir. opinion from this entry cites cases from the 7th, 8th, and 10th Circuits all holding that a PIP is not an adverse action "absent accompanying changes to pay, benefits, or employment status."Philip K. Mileshttps://www.blogger.com/profile/11349063480861352618noreply@blogger.comtag:blogger.com,1999:blog-569140567104079936.post-8248571993881538222011-12-27T11:43:44.954-05:002011-12-27T11:43:44.954-05:00Seems pretty predictable. Has any circuit ever fo...Seems pretty predictable. Has any circuit ever found that putting and employee on a PIP was an adverse action?Anonymousnoreply@blogger.com