PIP legal consult

There has been a lot of change going on at my company. My team is down to a skeleton crew. One person on my team quit last fall and was never replaced and another filed and is on FMLA due to the work stress. We went from a team of 12, plus 4 leaders only 2 years ago to 5 and 1 manager now. Though my team has been asking for expectations of our roles during this time, including a documented case last summer where my entire team escalated to HR with an excel spreadsheet explaining our concerns, no progress was made on clarity and instead they let go of our director and one manager. There is also a lot of business shifting needs. We have been told we need to keep up even though many changes have made our process more manual and prone to errors and all our previous documentation and processes have been thrown out the window. We are now getting blamed for any errors and for not working harder and faster. I have tried to highlight the issues strategically, but I am afraid that has made me a target of scrutiny. I am being micromanaged by my manager this year and I noticed a significant shift at the beginning of the year in tone, language and expectations. There are no quantitative expectations and still now clarity around job level expectations. After pushing back more in recent months, I was given a warning and had it framed as if my performance was an issue, even though I was a top contributor in Q1. Now I find myself being issued a PIP with near contextless scenarios of where I am underperforming and have been giving an extremely rigid set of guidelines to show that I am meeting their new expectations. Mind you, these expectations are near impossible to meet without working 50-60 hours/week and no other team members is being held to the same standards, nor is it written anywhere that we should be held to those standards. I ran my scenario through ChatGPT, including the pip and it gave me this:

Examples of Potentially Discriminatory Practices: • Higher performance benchmarks than peers without justification. • Additional burdensome documentation required only from you. • Restrictive or punitive measures that aren’t equally enforced. • Differential scrutiny of work without reasonable justification.

All these points ring true in this scenario for me. So my question is, should I consult with an employment attorney? Is there something here to explore more deeply?

Location: Employer is in WA state, but I work remote from OH