| > I'm often confused by folks going to great lengths to "prove" stuff to HR. Why? HR works for the company / manager. In this case, if they had fought unemployment, there was factual and objective evidence against their case. "On review, his work output was unsatisfactory". "According to Google, you never reviewed said work output." > You can do things like switch teams internally - just put in for a switch. This pissed me off - I could easily have switched teams, even per my manager. Until he announced that I was now on a PIP. No manager is going to approve a transfer to their team, then. Like I said, I had no expectations that any of this would change anything with respect to my termination. I'd moved on, and wouldn't want to keep being there. But worst case scenario: "The employee's plan said that they could do X, Y and Z. You stated that they were terminated because they didn't do X, Y and Z." "Yes." "How did you determine that?" "By reviewing those things." "But it can be demonstrated that you conducted no such review." In my state, that would mean they'd have to demonstrate that I was actually fired for misconduct, not performance, to make me ineligible for benefits. |