I don't see the benefit of this strategy TBH. At best this tactic just drags out how long you can claim an employment dates with an employer but delays any future unemployment claim you could make until once fired and drags down everyone's opinion of you for abusing a legal protection for medical issues because your job performance was lacking. From an ethical standpoint, why not just lie about the situation to your future prospective employers and cut out wasting a therapist's time?

The type of place that you are most likely to need one of those will try to keep their official FTE headcount just below the minimum of 15 and use offshore contractors for the rest, or other loopholes such as shell companies, because there are so many labor laws (including FMLA) that don’t kick in until 15 employees.

idk man seems plausible that the social pressure of not wanting to be the PIP bozo could be effective. also love how you assume that "anyone.. on any sort of performance improvement plan" is 100% not at fault, it must be the evil kkkapitalist boss "trolling" or "gaslighting". there are retards who don't do their jobs well and a PIP is sometimes trying to push them into doing better instead of firing.

This post reminds me of the category of "not even wrong". Apart from anything else, reward is a _much_ more effective stimulus for learning than punishment.

When you go through TSA, nobody thinks “oh, that person must be a terrorist because the TSA is screening them”. Because the TSA screens everyone.

When someone is on a PIP, the expectation is “that person is about to get fired”

This is the stigma we’re talking about.

> does the experience of going through US airport security ever reduce the stigma of it?

Some people feel degraded when they go through airport security, but it doesn’t carry a stigma. Nobody’s judging you for going through security so you can fly.