If an employee is put on a Performance Improvement Plan where the outcome will be determination if their work does not progress to the expected standard, is it okay if they refuse to sign? In that case would you just ask them to sign saying that they were a part of the meeting, but not that they agree with it?
You can’t hold them to the terms of the Performance Improvement Plan if they deliberately refuse to sign it. But what you can do is:
- Negotiate with the employee to secure his/her consent and signature–find out why he/she’s refusing and try to address the issue;
- If negotiation fails, discipline and perhaps even terminate the employee for refusing to sign. This is especially true if the PIP is part of a fair and reasonable last-chance agreement giving the employee an opportunity to save his/her job.
Hope that helps. Glenn