If your employer has placed you on a performance management plan, that means that they have concerns with your employment. If you believe that it is uncalled for, we recommend contacting us for some advice about your matter.
Being placed on a performance management plan does not mean that your employment will come to an end. In most instances, employers are trying to improve your performance to ensure your success in the role and longevity of employment. Of course, there are times where we have seen unreasonable actions from the employer, if you believe this is you, we recommend contacting us for some advice about your situation.
If you are placed on a performance plan that you are uncomfortable with, you may want to speak to your employer about it. If that fails or want help speaking to to your employer then you can engage someone like us to assist you.
We can discuss the circumstances of the performance management plan and if you feel that it is not fair or want it to be amended, we can assist you in engaging with your employer so that any issues may be resolved.
Not necessarily. In our experience, most of the time the employer is trying to do the right thing for you and the business. It is prudent that you understand any issues with your performance as you will only be able to improve, if you understand what is wrong in the first place. Notwithstanding, Employers can be unreasonable at times and may take it too far by placing employees on performance management plans.
If the performance management plan is warranted and reasonable, there is no reason for the employer to remove it from your employee record. If, however, the performance management plan is unreasonable, you may request for your employer to remove it off your employee record if they concede to it being too much.
As an employee you can resign from your position at any time. You just have to follow your employment contract or give the minimum notice under the National Employment Standards. Depending on the situation you may be able to speak to your employer about the resignation and come to an agreement.
By: Melanie Thorley
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