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Home / Opinion Digests / Employment Law / Placing employee on PIP could be adverse action (access required)

Placing employee on PIP could be adverse action (access required)

The employer was denied summary judgment on the ADA retaliation claim because the Fourth Circuit has not resolved whether placing an employee on a performance improvement plan, or PIP, after they engaged in protected conduct, could be an adverse employment action and the record was unclear on whether the PIP might have dissuaded an employee ...