I'm not saying it wouldn't trigger legal action or resentment. My point is that the question is on the performance or lack thereof and how it was shared and worked on with the contributor.
I'm saying that someone who hasn't been doing their job for 6 months, has been told so repeatedly, has been shown and guided through an improvement plan, but still fail to meet the expectations, should not be kept at their position. Whatever the date for whatever bonus, yes.
It doesn't matter if it happens one day, one week, or one month or 6 months prior to that date. What matters is whether everyone was aware of what was happening and the implications of it.
If that is not the case, then yes sure, start now to build that file. In this instance, the date will pass, and in a couple of months from now the contributor will be out. The next instance, act faster.
I feel like the fact that this person is posting this now indicates that all of the I's weren't dotted. As you note, ideally, it would be very clear -- you need to improve by this date. Here are the checkpoints, and if you don't then you will be terminated on about this date -- and here are the financial implications of the termination. I'm not sure, but it doesn't seem like these sorts of steps were taken.
I'm saying that someone who hasn't been doing their job for 6 months, has been told so repeatedly, has been shown and guided through an improvement plan, but still fail to meet the expectations, should not be kept at their position. Whatever the date for whatever bonus, yes.
It doesn't matter if it happens one day, one week, or one month or 6 months prior to that date. What matters is whether everyone was aware of what was happening and the implications of it.
If that is not the case, then yes sure, start now to build that file. In this instance, the date will pass, and in a couple of months from now the contributor will be out. The next instance, act faster.