Understanding Performance Improvement Plans
Understanding Performance Improvement Plans
This quiz will test your knowledge of Performance Improvement Plans (PIPs) and related employment laws. PIPs are crucial for employees who may be underperforming, allowing them to improve their skills and maintain their employment.
- Check your understanding of PIP basics.
- Learn about regulations and protections for employees.
- Assess your knowledge around constructive dismissal.
Who is the Performance Improvement Plan addressed to?
Employees who are offered a promotion
Employees who are below expectations
Employees who has a claim made against them
Employees who are still under probation period
Why is PIP important to employees?
Allows the employee to practice before entering the workforce
Protect employers against unfair dismissal claims
Gives employees a second chance before dismissal
Allows the employees to gain new experience
What is the Act governing constructive dismissal?
Employment Act 1955
Contracts Act 1950
EPF Act 1991
Industrial Relations Act 1976
Protect employers against unfair dismissal claims
Section 15
Section 33
Section 20
Section 22
Which of the following is NOT a step for dismissal of poor performance?
If the employee continues to perform unsatisfactorily, warn him that he may have to go
Give an opportunity to the employee to improve his performance
Dismiss the employee with immediate effect
Make a proper and full investigation into the reasons why the employee is not performing
What constitutes a constructive dismissal?
If the employee is not present in office for more than three (3) months
If the employee receives any complaint from the members of the company
If the employee causes discomfort in the workplace
If the employee is guilty of conduct which is a significant breach going to the root of the contract of employment
Does apprentice include probationers?
Yes
No
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