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Unpacking Zionism
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Besides NYC, best place to move for 3 - 6 months to get over breakup and clear head after a 5 year relationship?
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Honest people let's boycott LinkedIn
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I got a PIP last month and I went for a disability leave for a month. I want to extend my disability leave. I wanted to know if I get a job during my disability period, can I resign from my current company and join the current company? Please let me know YOE- 15 yrs Comp: $195K Org: Amazon
You need to stop your leave. Go back to work and then notify your manager about resignation.
No you cant.
What's the benefit here? Truly asking.I've hade coworkers go on mental leave for like over a year and finally just get fired for refusing to come back when about to get a pip. Oh 97 yoe $37k
Another post about FMLA fraud Claims disability and can't work and at the same time wants to start a new job From where did we get so many dishonest people?
Mostly people on Visas, they loose their job they have 60 days to transition to a equivalent job, if they put fmla they get an extra 90 days + whatever left of the pip + 60 days. I guess to answer your question… India? China? The rest of the world?
What would you do if someone hits you below the belt and there are no penalties for doing so? Would you still fight fair and square? Dishonest leadership that flip flops with no repercussion and a lopsided system breeds this type of reaction. Fortunately, I did not have to face this situation but talk to impacted folks with families, small kids etc and you will realize why they do that. Offer them a reasonable timeframe and compensation as part of layoff, and no one will do this the wrong way.
Dishonesty aside, one should ask why more and more folks are doing this? PIPing is an all time high everywhere. We don’t know someone’s specific circumstance. The system is broken and the result is dishonest and unethical actions
Bingo. I don’t ever want to be an advocate for dishonesty, but this isn’t a fair fight right now. You have companies like Amazon laying people off only to skip severance and claim they resigned. The breadcrumbs known as Unemployment Insurance were just too steep a price for loyal employees. I’d feel absolutely disgusting employing these sorts of tactics at an honest workplace, but at a place like Amazon? Nah, *both* sides of this bargaining table are going to distort the law for their benefit because it’s the only way to get a fair shake.
PIP PSA -----Shared on Amazon forum please copy and distribute------- (Internal Mantra to keep on loop when dealing with your Amazon / AWS manager is "the lying liar lieth and still they lie their lies" which can help frame and guard your level of communication.) You need to forget about all work for Amazon except giving the appearance of doing bare minimum - start coasting that skit banana funded work right now!! Concentrate fully on interview prep and lining up external interviews with employers or if you are on visa then only visa sponsoring employers. Lets assume that you are in USA and have one year of penitude / servitude completed with Amazon / AWS so then you are eligible for paid FMLA leave..... this is a well trodden path (its Amazon so there are plenty of medics who will sign off around the WA HQ) so you will have no problems. You do NOT WAIT for PIP but you start now whilst in Focus and your approach should be: 1) Dev List / Focus / Coaching which is the stealth tracking period where your manager does not need to even inform you that they are working against you and coercing your colleagues and others for anything negative (only the negative) against you and measuring you up for a PIP to the head.... you are also blocked from internal transfer without unobtainable VP override. 2) During the above get your medic to listen to your droning about the (external) stress and mental anguish that you are feeling and so unable to focus and meet your tough Amazon / AWS goals ... also ask if they can sign off or refer you to a therapist who can do so urgently as the stress is ubearable (use the phrase unbearable stress and anguish and specifically also say that you need some weeks away from it under FMLA)... FMLA evidence flag is set... FMLA important caveat / proTip: when laying a paper trail of stress and anguish you must make sure you DO NOT say that it is *due to work.* Instead it must be framed as mental health struggles that have flared recently and are preventing you from focusing on your work. Both your psych AND the leave administration company will deny FMLA if you tell them it is *because of* work. (Tip from soCri$p) 3) Amazon manager presents you with Pivot document and you have 5 days to choose Tier 1 severance or take PIP plan.... BANG this is where you submit FMLA into the DLS portal before the 5 days decision period is expired (DLS team need a day or so to respond to you so get this rolling at the start of the Amazon Pivot decision window) and then go on leave. Your backstabbing Amazon / AWS manager and HR cannot intervene if you do this as it is a separate team and *federal* mandated leave. The whole decison window for Pivot / PIP is now mandatorily paused beyond their control.... if it was within their control then they would of course be trying to sink you at every opportunity - its Amazon! 4) Get FMLA paperwork completed by the medic who you have already lined up and prepped earlier and submit that supporting material into the DLS team. 5) Tear through your interview preparation and job hunting networking to hiring companies and dont even consider one hour of work for Amazon... extend FMLA through renewal with the medic up to 12 weeks and throw in caring for family member as that is FMLA allowable too if your family are stressed that you are stressed.... so now you have taken 16 weeks of paid FMLA leave on Amazon's frugal dime. (FMLA is partly paid if u also file for Short term disability) 6) Burn through any paid PTO and sick days before returning to work too as only unused vacation time will be cashed out upon exit. 7) Accept the job offer from a better employer (there are so many compared to Amazon / AWS that if you throw a rock then you will hit upon one), which you undoubtedly will already have received by this time. 8) If you are on a visa then get the visa transfer process rolling under premium processing by the new employer. 9) Return to Amazon / AWS and take the maximum Tier 1 severance option instead of PIP, since every step after not taking that decision reduces the exit payout from frugal Amazon severely. 10) Cash the Tier 1 severance from Amazon and the sign on bonus from your new visa sponsoring employer and roll around on the floor surrounded by hundred dollar bills. 11) Return to Blind and tell the community all about it..... not forgetting to add your new TC tax to the post!!! Bonus level... 12) Rock it like a superstar and position yourself onto hiring panels in your new employer and never ever let an ex-Amazon/AWS manager get through..... your new colleagues will thank you. :-D Fifty percent of new hires gone within a year and average tenure only eighteen months.... hence the RSU vest after two years and tiny low 401K match from third year. Most folks will not see a big chunk of that TC (Frugality Leadership Principle). Rule 1 = Avoid Amazon / AWS Rule 2 = Avoid any companies which hire ex Amazon / AWS managers Rule 3 = Follow Rule 1 and In your next company join the hiring panels to keep Rule 2 enforced It is the way...... and in dealing with Amazon it is a very common well travelled way... happy trails.
California employment lawyer here. The Family and Medical Leave Act is a federal law that allows employees to take up to 12 weeks of job-protected unpaid leave (as long as certain requirements are met). I think the issue here is that folks need to contact an attorney when you receive a PIP (if you believe that the PIP is unjustified) rather than immediately going out on FMLA. It is better to evaluate all of the options (and there may be better options) if you believe that the PIP is not justified.
In Amzn PIP is just done to protect themselves legally. Everything will be done to kick out the employee
That's pretty much the case with all employers
yes
Fmla?