You didn't listen to what they said:
* One month at speed * Three months of ramp
Generally, ramp time in roles like this persons would involve tailing and listening to active areas, training for the specifics of the product that you're selling, etc.
We then hit December, wherein
* Nobody makes big spend choices in December. It's a dead month for sales unless you're in Retail selling toys and gadgets. Sales closing in December are fucking golden geese. * They had one possible account land pull out at the last moment. Why? Unsure. * Assuming this person is telling the truth, their management indicated they were a high performer overall.
Just like very few companies hire in December, very few companies make big spending choices at the end of the calendar year.
Unions can do things like
* Argue that the state of the dismissal is contrived ("you didn't sell anything in the week nobody buys things") * Create mandatory minimum times of employment (e.g. "you can't lay off someone who has only recently joined" or "you can't lay off someone who moved > 100mi for the job until they have had at least one primary performance review")
Unions fight the nebulous "performance metrics" that HR is citing here.
