A federal employee retained us to respond to a proposed removal for unacceptable performance. The client had an outstanding performance record and no prior discipline. However, she had objected to her supervisor’s racist comments and efforts to prevent minorities from being promoted. Shortly thereafter, the supervisor placed our client on a performance improvement plan (PIP). In the written response and oral reply, we demonstrated that the PIP was technically deficient, the allegations of poor performance were false, and the proposal was retaliation for our client’s protected activity. Based on our arguments, the agency rescinded the proposed removal.