Intempt's Employee Handbook

Performance Improvement Plan (PIP)

At Intempt, we are committed to celebrating, promoting, and rewarding those that not only perform but lean into and contribute to the culture we’re trying to build.

To ensure we have a merit-based work environment that is fair and equitable, we have set a Performance Improvement Plan (PIP) framework for those who are “Below Expectations” for their level.

PIP process

Focus I. Each employee at Intempt receives Learning & Development plan and is regularly reviewed (at least once in half a year). If your overall Performance score is “0 - Below expectations” you are put into “Focus” - a formal performance management process, where you are given a project that you must complete within a well-defined timeline. The Focus period takes at least 1-2-months, or 2-4 sprints, unless agreed otherwise.

Focus II: If you fail Focus, you're given another well-defined project with a specific timeline to complete, usually 1-2 sprints. You're fired if you aren't able to finish it. Focus II period takes at least 1 month unless agreed otherwise.

Severance

Intempt is not obligated to pay severance. In practice, we pay a minimum of 1-week per year of service if you are let go.

The exception to this is when you are fired for Misconduct or Gross Misconduct as defined below.

“Laid off” vs. “Fired”

Laid off. You are asked to leave the company due to external (company-related) reasons. You will qualify for severance benefits if you meet all of the eligibility criteria.

“Laid off” examples:

There is no work available

Your assignment ended

Your position was eliminated

Fired. You would not qualify for severance if you were fired for misconduct or gross misconduct.

Misconduct examples:

Deliberate or cruel disregard for your employer or a fellow employee, such as:

Insubordination such as having skills but declining to use them to do the job

Repeated inexcusable tardiness after warnings

Dishonesty related to your employment

Repeated and inexcusable absences

Violating the law or deliberate acts that provoke violence or illegal actions, or violating a collective bargaining agreement

Violating a company rule

Deliberately violating or disregarding standards of behavior that your employer has a right to expect.

Carelessness or negligence that causes, or will likely cause, serious bodily harm to your employer or fellow employees.

Carelessness or negligence that is so bad or happens so often that it shows an intentional or substantial disregard for your employer.

Gross misconduct examples:

A criminal act in connection with your work for which you have been convicted in a criminal court or have admitted committing. Examples include:

Embezzlement or theft of property.

Purposeful destruction of the employer’s property.

Conduct connected with your work that demonstrates a flagrant and wanton disregard for your employer or a fellow employee.

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