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Major client found sig. errors in report. Manager blamed me for faulty work. Partner offered 1mo PIP or 2 mo severance. Have written proof work was manager’s, partner didn’t care. What would u do?

likeuplifting
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How were you doing before this? Ratings and engagement reviews? This is a tough break, but if it’s a pattern I can see how this could lead to termination. Assuming you are staff, 2 months severance is really generous. The one month PIP option is fascinating. Sounds like they are willing to coach you. I’d take the PIP, see if you can address some of your development areas, while exploring other opportunities.

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1. Decision to fire an employee can’t just be made by one or two partners at a Big 4. As others have said, connect with HR. 2. The politics of this is to (rightfully or wrongfully) make you the sacrificial lamb to appease the client for the mistake. It’s likely less about your individual performance based on what you have shared so far. 3. The PIP route is not necessarily a career death sentence. I’m speaking as someone who has survived one in the past and got promoted the following year. 4. I don’t recommend the whole lawyer and wrongful termination path. You’re an at-will employee and they will find enough reasons to justify your dismissal. Your lawsuit and your name also become public information, and potential future employers may not want to hire you.

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Or say no, get fired, and make sure you still have the proof when you sue for wrongful termination?

likesmarthelpfulfunny

escalate the issue to the sr partner in your practice and get your lame ass manager put to 3mo PIP

likefunnyhelpfuluplifting

One mistake and they offer to let you go? Wtf kinda operation is KPMG running?

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^ perhaps call the ethics hotline?

likesmart

Do whatever you can to cover your ass...dog eat dog world everybody gonna look for a scapegoat

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That’s terrible. Sorry that you’re going through that. I would 1) escalate and 2) let HR know

likehelpful

Frankly, that plus the fact the partner “didn’t care” makes it sound like we are not getting the whole story and there could be some history.

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There has to be more to this. Don’t be afraid to share. Either here or the ethics hotline.

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F

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Agree with EY1 💰💰💰

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This is insane. I’m sorry this happened to you. I agree, escalate. Personally I’d take the pip and ask to roll off to different project (if that wasn’t already part of the deal) do whatever it takes to get away from that manager.. if you have to take the pip on same project F that. This person has no plan to support you, which is what you need most if on a pip. Good luck

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Definitely run this up to your PML and SPML. What service line / function? Stuff like this is why I’m glad I left consulting

likesmart

I agree with EY... one mistake shouldn’t amount to a firing... 🤨

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It sounds like you had one call with both the PML and SPML. Is SPML fully aware of the situation of your manager unjustly throwing you under the bus?

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At this point your going to be gone anyways, so you might as well go down flighting. Keep in mind that even if you do win the battle, you’ll loose the war. The partner and team will view you with suspicion and you’ll likely get blackballed from projects. So you’ll have to leave anyways

likesmart

Thanks guys, PML is the partner (close w manager) and PIP project would be working for partner/manager next 30 days, plus after PIP unless I transfer to new group after 30 days. SPML was on call and offered to reach out to her personal contacts if I choose not to take PIP. I’m beside myself

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Sounds like hostile environment/attempt at constructive discharge, which is illegal. Go to senior partner and hr for intervention but look for exit ops too.

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Must be escalated to HR. And don’t worry about repercussions, there are mechanisms in place to avoid and prevent negative repercussions by notifying Ethics/HR

likehelpfulfunny

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