Question 1

Can HR share what I said in a confidential meeting?

Accepted Answer

HR is not bound by confidentiality in the same way as attorneys or therapists. Information shared with HR may be disclosed to management, legal teams, or others on a need-to-know basis—especially if it involves legal risk, misconduct, or workplace safety. Assume anything you say to HR can be shared internally.

Question 2

What should I document when workplace problems start?

Accepted Answer

Document conversations, emails, policy changes, performance feedback, and any incidents that seem unusual or unfair. Focus on facts: dates, times, who was present, what was said, and any follow-up actions. Avoid emotional language. Keep your records in a personal location, not on company systems.

Question 3

What triggers an HR investigation?

Accepted Answer

HR investigations are typically triggered by complaints of harassment, discrimination, policy violations, misconduct, or anything that creates legal or reputational risk for the company. Once triggered, HR is protecting the company first—not individual employees.

Question 4

Can I be fired without warning?

Accepted Answer

In most US states, employment is at-will, meaning you can be terminated at any time for any reason that isn't illegal (like discrimination or retaliation). Warnings, PIPs, and progressive discipline are company policies, not legal requirements. Some employees are fired with no prior documentation.

Question 5

Should I go to HR or my manager first?

Accepted Answer

It depends on the issue. For performance concerns or minor conflicts, start with your manager. For harassment, discrimination, safety issues, or serious policy violations, HR may be the better first step. Keep in mind: HR's role is to protect the company, not advocate for you personally.

Question 6

How do I know if I'm being managed out?

Accepted Answer

Common signs include: sudden documentation of minor issues, exclusion from meetings or projects, vague or subjective criticism, being micromanaged after years of autonomy, or a pattern of tasks being reassigned. If you're seeing multiple warning signs at once, it's time to start documenting.

Question 7

What's the difference between a verbal warning and a written warning?

Accepted Answer

A verbal warning is informal and often unrecorded (though managers may still note it internally). A written warning is formal documentation that goes in your HR file and often marks the start of progressive discipline. Written warnings signal that your job may be at risk if issues continue.

Question 8

What is a Performance Improvement Plan (PIP)?

Accepted Answer

A PIP is a formal process that sets performance expectations and deadlines for improvement. While sometimes genuine, PIPs are often used to document deficiencies before termination. If you're on a PIP, assume your job is at risk and start documenting everything carefully.

Question 9

Can my employer retaliate against me for filing a complaint?

Accepted Answer

Retaliation for complaints about discrimination, harassment, wage violations, or safety concerns is illegal under federal and most state laws. However, proving retaliation can be difficult. If you're planning to file a complaint about a protected issue, consult an employment attorney first.

Question 10

What is wrongful termination?

Accepted Answer

Wrongful termination occurs when you're fired for an illegal reason—such as discrimination, retaliation for whistleblowing, or violation of an employment contract. Most firings are not wrongful, even if they feel unfair. If you believe your termination was illegal, consult an employment attorney immediately.

Question 11

Is this legal advice or a replacement for an attorney?

Accepted Answer

No. This guide is educational and does not provide legal advice or replace an attorney. Employment laws vary by location, so for legal guidance specific to your situation, consult a licensed employment attorney.

Question 12

Will this guide protect my job?

Accepted Answer

No guide can guarantee job protection. This guide is designed to help you respond professionally, document appropriately, and avoid common mistakes when workplace issues arise — not to promise outcomes.

Question 13

Who is this guide for?

Accepted Answer

This guide is for employees who have received a warning, write-up, or PIP — or who sense increased scrutiny at work and want to respond calmly and professionally.

Question 14

Who is this guide not for?

Accepted Answer

This guide is not for anyone looking to confront their employer, retaliate, or bypass company policy. It is also not for those seeking legal advice or guaranteed outcomes.

Question 15

What format is the guide and templates in?

Accepted Answer

You'll receive an instant digital download, including a PDF guide and editable templates.

Question 16

How soon will I receive access after purchase?

Accepted Answer

Immediately after purchase. You'll receive a download link as soon as checkout is complete.

Question 17

Will my employer know I purchased this guide?

Accepted Answer

No. This is a private purchase. Your employer will not be notified unless you choose to tell them. Your card statement will show Gumroad, the payment processor.

Question 18

Do you offer refunds?

Accepted Answer

Yes. We offer a 30-day money-back guarantee. If the guide isn't helpful, you can request a refund within 30 days of purchase.

Question 19

What if I'm already on a PIP or received a written warning?

Accepted Answer

This guide is especially useful if you're already in corrective action. Chapter 3 covers how to respond to PIPs and written warnings in detail, with templates and real examples. You can start documenting immediately even if the process has already begun.

Question 20

How long do I have access to the guide?

Accepted Answer

Forever. Once you download the files, they're yours to keep. Plus, you'll get free updates if we release new editions or add new templates.

Question 21

Can I share this with coworkers?

Accepted Answer

The guide is licensed for individual use. If you want to share it with coworkers, please direct them to purchase their own copy or contact us about group licensing options.

Question 22

Do you offer consulting or one-on-one help?

Accepted Answer

No. We provide educational resources only, not personalized advice or consulting. If you need individualized guidance, consult an employment attorney who can review your specific situation.

Question 23

What if I have questions after reading the guide?

Accepted Answer

The guide is designed to be comprehensive and self-contained. For questions about your specific legal situation, consult an employment attorney. For technical issues or questions about the guide itself, contact us via our contact page.

Question 24

Is this only for people in the US?

Accepted Answer

Yes. This guide is based on US employment practices and references US employment law concepts. While documentation principles may be universal, the specific legal context is US-focused.

Question 25

What if I'm in a union?

Accepted Answer

Union members have additional protections and processes (like representation rights). This guide can still help you document your situation, but you should also consult your union rep and review your collective bargaining agreement.

Frequently Asked Questions