Hello and welcome. I am very sorry to hear about the unwarranted PIP and the blame you have taken for issues that were not your fault.
As far as your question is concerned, though, I'm afraid that I do not have favorable news to share with you. The reason boils down to the fact that employment in the state of Washington is "at will
" absent an express agreement to the contrary. At will employment can be terminated for any reason not amounting to discrimination
on the basis of a legally protected trait (race, religion, gender, etc.) or retaliation
for engaging in certain forms of legally protected conduct (filing a wage
claim, taking FMLA
leave, etc.). It doesn't matter whether the basis for termination is fair, reasonable or even true.
Since employees can be fired for virtually any reason, regardless of whether that reason is fair or true, the law does not impose greater regulations on writeups or PIPs. Indeed, your employer doesn't need to provide a writeup or put you on a PIP at all in order to demote you or terminate you, so it would make little sense to regulate something that is optional to begin with.
This means that your only real power is the power of persuasion. Your can't force your employer to keep you employed, you can only convince them to. So, a tactful rebuttal to the PIP is appropriate, as is making a visible effort to address the criticisms contained within the PIP, even if you rightly believe that the criticisms are unwarranted. This would be the extent of your recourse under the circumstances.
I hope that you find this information helpful and am genuinely sorry if it is not what you were hoping to hear. Please do not hesitate to let me know if you have any questions or concerns regarding the above and I will be more than happy to assist you further.
If you do not require any further assistance, please be so kind as to provide a positive rating of my service so that I may receive credit for assisting you. Very best wishes moving forward.