Corrective Action Plan Issued Right After I Raised Discrimination Concerns, Refused To Sign/plan, Now Feels Like A Trap

Location: MN

Hello all,

I’ve been at a Fortune 500 company for 7 years and have had “Strong Performance” yearly ratings throughout, signed and evaluated by my manager. My midyear review was positive, and it’s not mentioned in the CAP/PIP.

Recently, I raised discrimination/retaliation concerns and asked my manager to involve HR. At the next meeting with HR + my manager, I restated those concerns at the start, but instead they presented me with a Corrective Action Plan (CAP). This felt completely out of nowhere given my history and prior reviews.

I disputed the CAP in writing with documentation showing that all of the claims are factually false, and my manager even admitted in writing that he was wrong about some parts (e.g., statements like “I assumed…”). I also asked in writing whether this CAP was discussed around my midyear review or only after I raised HR concerns (because of the timing/proximity), and I asked why stale allegations from ~11 months ago are being raised now if they were serious, but HR and my manager have refused to answer those questions.

They asked me to sign the CAP (I refused), and they also asked me to create a “development plan” (I refused). I’m worried this is a compliance trap. I have not refused my actual job duties; I’ve continued working and have already met one of the CAP targets.

Also: after I documented everything in writing to HR and my manager, HR said they would open a compliance investigation into my discrimination/retaliation concerns, but that statement came only after (and following the same meeting where) they presented me with the CAP, and it was communicated in an email after the meeting.

What should I do right now to protect myself while still showing I’m working in good faith? Should I submit a development plan with written objections (without admitting fault), or is refusing it safer? Even if I submit a plan, there’s no realistic way to hit the second milestone in the given timeframe, and my manager has denied any extension or flexibility in writing. Any guidance appreciated.

Thanks in advance!