Went on short term disability in the 5 day decision window. Now I’m back from leave and want to get updated pivot document so that I can leave with the amount. My manager asked me to complete the self evaluation in forte so that we can have discussion. I am not sure why she insists on forte as I hardly worked his year for 3 months. I want to get the surverance amount and leave. I am worried she will give me bad rating and will terminate as I got bad rating last year too after I was back from maternity leave. Can they do that?
Makes no sense, write good stuff one liners in Forte. If you leave on pip its default marked to black listed in amazon, no rehire. Its not worth any more activity if you are in process.
Doesn't make sense to fill forte now, is your manager trying to make sure that you miss the decision window and get the smaller severance? By the way how long was your STD ?
No , because they said my pivot document will be revised with updated timelines and work as it’s been 6 months. So I will get 5 days once I get document but my concern is will I get the document or they terminate me based on rating now
Makes sense, I don't think they will terminate you. They can't terminate you for low performance, they will let you go but they have to pay a severance for it. The only way they can avoid paying a severance is if you voluntarily leave or there are grounds for dismissal. Be calm, things will fall in it's place. Good luck !
Bro get FMLA and live off that money coming in for 3 months... Here's the process: 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 stress and mental anguish that Amazon / AWS is placing you under... 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... 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. 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. You are welcome……
Awesome playbook! I’ll add that it’s easy to tell that you’re on Focus because they have to send you an email documenting your issues, a plan to course correct, and MUST include that VP approval is required for team/org moves.
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I watched two Google Engineers refuse to give up a seat for a lady holding a newborn baby at the airport.
If you are already on PIP, why do they care?
Exactly my point , not able to understand what are they upto