Missouri - Discrimination
I’m a junior cybersecurity engineer (~2 years in role, ~4 years at company) currently on a PIP after a long period of struggling with training/support consistency. I have documented ADHD/anxiety accommodations approved through HR that included things like structured communication, real-time feedback, regular check-ins, debriefing after meetings/tasks, and a safe learning environment.
My concern is not that I had zero performance gaps. I’ve acknowledged areas where I needed development. My concern is whether performance expectations were fairly evaluated given that:
- training sessions were sometimes shortened/discontinued
- feedback was often delayed until after meetings/tasks
- I repeatedly documented confusion and requested alignment
- I raised concerns about this situation internally long before the PIP occurred
- ER recently acknowledged this has been a long-standing concern
HR’s position seems to be that documented performance issues outweigh everything else. ER is now looking more into whether training/support may have been inconsistent or insufficient.
I’m still employed and not looking to sue tomorrow. I’m trying to understand whether this sounds like:
- a normal but unfortunate management/performance issue
- a possible accommodation/process concern
- something worth continuing to escalate internally
Not asking for formal legal advice, just perspective.