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Amazon Workers Facing Firing Can Appeal To a Jury of Their Co-Workers (bloomberg.com)
An anonymous reader quotes a report from Bloomberg: Jane was working in Amazon's Seattle headquarters when she was asked to a meeting with her manager and a human resources representative. They gave her a document outlining concerns about her work performance and spelled out three choices. She could quit and receive severance pay, spend the next several weeks trying to keep her job by meeting certain performance goals, or square off with her manager in a videoconference version of the Thunderdome, pleading her case with a panel of co-workers while her boss argued against her. Jane, who asked that her real name not be used to discuss a personal matter, chose the last one.
Amazon is borrowing a page from union grievance processes that don't apply to most corporate employees. But only about 30 percent of those who appeal their manager's criticisms prevail, meaning they can keep their jobs or seek new ones within the company with different bosses, according to people familiar with the matter. Eighteen months after its debut, the hearing process has created resentment and raised questions about fairness, according to current and former workers as well as attorneys familiar with their situations. "It's a kangaroo court," says George Tamblyn, a Seattle employment lawyer who helped one former Amazon worker plan her appeal earlier this year. "My impression of the process is it's totally unfair." According to a person familiar with the process, the workers who fail to make their case and get their job back can still choose between severance pay or a performance-improvement plan. The program, called "Pivot," was started last year.
Here's what Amazon has to say on the matter: "Pivot is a uniquely Amazonian program that was thoughtfully designed to provide a fair and transparent process for employees who need support. When employees are placed in Pivot, they have the option of working with their manager and HR to improve with a clear plan forward, of leaving Amazon with severance, or of appealing if they feel they shouldn't be in the program. Just over a year into program, we're pleased with the support it offers our employees and we're continuing to iterate based on employee feedback and their needs."
Amazon is borrowing a page from union grievance processes that don't apply to most corporate employees. But only about 30 percent of those who appeal their manager's criticisms prevail, meaning they can keep their jobs or seek new ones within the company with different bosses, according to people familiar with the matter. Eighteen months after its debut, the hearing process has created resentment and raised questions about fairness, according to current and former workers as well as attorneys familiar with their situations. "It's a kangaroo court," says George Tamblyn, a Seattle employment lawyer who helped one former Amazon worker plan her appeal earlier this year. "My impression of the process is it's totally unfair." According to a person familiar with the process, the workers who fail to make their case and get their job back can still choose between severance pay or a performance-improvement plan. The program, called "Pivot," was started last year.
Here's what Amazon has to say on the matter: "Pivot is a uniquely Amazonian program that was thoughtfully designed to provide a fair and transparent process for employees who need support. When employees are placed in Pivot, they have the option of working with their manager and HR to improve with a clear plan forward, of leaving Amazon with severance, or of appealing if they feel they shouldn't be in the program. Just over a year into program, we're pleased with the support it offers our employees and we're continuing to iterate based on employee feedback and their needs."
Isn't that about the same as forced arbitration? If the arbitrator doesn't vote in favor of the employer, then said employer will go out and find a new arbitrator.
I used to work at Amazon...
Here is my performance review that basically said "Last chance before you are fired"
https://drive.google.com/open?...
Note: It is long
I served at a Pivot jury a couple of times at Amazon. It's not unfair - people are selected randomly for it and from outside of employee's manager chain of command.
In both of the cases the employee was clearly not performing well and I personally haven't seen any evidence of bias. We were not coached to be pro-firing as well.
So the odds of anyone surviving the performance improvement plan are likely fairly low.
My experience is that people never survive the "improvement plan". If they were too incompetent to do their job before, that is not going to change. If they just lack motivation and effort, that is going to get even worse.
The "probation period" is mainly a way to may the firing process less psychologically stressful for the manager. Most managers do not like firing people and tend to delay the process beyond the best interests of the company.