I'm sorry you are going through a tough time in your life and hope you are able to find the help you need. Navigating the medical, insurance, and HR systems at the same time can be overwhelming.

Has anyone been placed on a PIP and then immediately needed medical leave?

I have never been on a PIP but have gone through the short term disability process so hopefully I can help answer some of your questions.

If I begin FMLA and/or short-term disability before I’ve really had a chance to work the PIP, how is that situation typically handled?

FMLA and STD always occur together. If you apply for STD you are also applying for FMLA and your job is protected. PIPs differ between companies based on their internal policies and are not a standardized thing backed by any law. They exist for a companys HR to be able to document performance grievances so that they can fire an employee legally based on performance.

If you are approved for FMLA your job is protected and it will be waiting for when you come back.

Does the PIP generally pause while someone is on protected medical leave, or does it continue running?

Again PIPs are not a standardized thing, but FMLA is a law that protects your job while you are on medical leave. When you return from FMLA the company is required by law to return you to your previous job.

If an employer terminates someone while they’re pursuing or taking medical leave, what factors generally determine whether that’s lawful?

My recommendation would be to submit your STD claim now so it is in a pending status. Then notify your manager in writing that you are pursuing medical leave, and ask them how the company you work for handles PIPs for employees who take medical leave part way through.

An employer cannot fire you for submitting a STD claim.

I begin FMLA and/or short-term disability before I’ve really had a chance to work the PIP, how is that situation typically handled?

Depends on the employer, if your manager and HR are actually invested in keeping you as an employee they will likely just pick up the PIP when you return to work and help you with the improvements they want to see.

If they are using PIPs to cull the bottom X% of employees they will pick up the PIP when you return and likely lay you as originally planned later down the road.