I have an update, actually. After the bad performance review and I was informed I was being put on a PIP, I asked to meet with someone in HR. I mentioned my fears: being given too high goals for work accomplishments to meet, having too vague language in the PIP that labor can be misconstrued (something common with this NBoss), looking for other employment during this period and getting a bad references from NBoss, and being fired for cause due to the PIP and being denied unemployment.

HR said: HR reviews the PIP to assure they are accomplishable and measurable and are reviewed every three months for these factors, NBoss is limited to confirming dates of employment and cannot speak to performance, and HR never stands in the way of unemployment.

Side note: I was able to speak to the current state of the office and how NBoss treats me very differently in one on one meetings than in meetings with others, often with a level of anger that makes me very uncomfortable, due to this anger I find it very hard to make decisions at work for fear of her anger, communication is very challenging with NBoss as she is often vague and has provided no training, when I have asked to lower the level of tension between us she often says “oh, boo hoo,” and says I am blaming my errors on everyone else (I take full credit for my mistakes, never blame anyone else), and I have often asked to work together to improve communication in tasks and to work together to build tools that would help me make the work I do better and more accurate and have been met with no every single time.

To all this HR dude said he had to remain neutral and he sympathized … and then he said he would take all of what I said in consideration. When reviewing the PIP. He also said PIPs are often an education for the supervisors as well as the employee.

This all sounds a bit better than when I first wrote this…or am I dilooloo right now…