Tricky situation at client with complaint between perms

[Pondlife]

My instinct is to
refuse to get involved. This is a staff matter and as such nothing to do with me.

Is exactly the correct approach. Do not put anything in writing and especially not in an email that could be forwarded. If asked by someone senior enough, point out that as you're not a staff member it would be inappropriate for you to comment but you have never had any problem in your dealings with x. Also, make a point of not laying blame with either side as it's none of your business.

[PorkPie]

Is exactly the correct approach. Do not put anything in writing and especially not in an email that could be forwarded. If asked by someone senior enough, point out that as you're not a staff member it would be inappropriate for you to comment but you have never had any problem in your dealings with x. Also, make a point of not laying blame with either side as it's none of your business.

Not even send the outlook response to the meeting request?

[Pondlife]

Not even send the outlook response to the meeting request?

By all means but there is no need to elaborate on the reasons for declining.

Just talk to the organiser, explaining why it's inappropriate.

[Turion]

As you think the PM is doing a good job, you should say so. You do not have to take sides or apportion blame as you are just giving a character reference. You should also view this as a great opportunity.

If you try to avoid becoming involved and say nothing, it's a negative for your PM. A bit like a company that refuses to give a reference to a former employee. We all know what that means.

And one last thing. If I was your PM and you did not back me I'd make sure you were binned ASAP.

On the other hand, if you back the PM he will likely reward with extensions and rate rises.

[PorkPie]

As you think the PM is doing a good job, you should say so. You do not have to take sides or apportion blame as you are just giving a character reference. You should also view this as a great opportunity.

If you try to avoid becoming involved and say nothing, it's a negative for your PM. A bit like a company that refuses to give a reference to a former employee. We all know what that means.

And one last thing. If I was your PM and you did not back me I'd make sure you were binned ASAP.

On the other hand, if you back the PM he will likely reward with extensions and rate rises.

All valid points. That's why its such a tricky situation.

[PorkPie]

Also how does this look Re IR 35 if it ever got out that I was involved?!

[Cheshire Cat]

Don't get involved. Have a quiet, off-the-record chat with the permie PM if you want to maintain your good relationship. If he's a reasonable man he will understand your position. If he doesn't then he's a c0ck and you should go along to the meeting and hang him out to dry!
HTH

[ruskithebear]

Don't get involved. Have a quiet, off-the-record chat with the permie PM if you want to maintain your good relationship. If he's a reasonable man he will understand your position. If he doesn't then he's a noddy and you should go along to the meeting and hang him out to dry!
HTH

[Turion]

Don't get involved. Have a quiet, off-the-record chat with the permie PM if you want to maintain your good relationship.
HTH

Of course the PM will understand. He will understand that he has on his team the type of person who looks the otherway when any type of trouble comes looking.

He may even appear to support your decision, but just wait a while. After the incident has been forgotten you will likely be terminated early. No one will mention the incident, but everyone will know the real reason.

[NotAllThere]

An alternative approach would be to "take out" the complainer. Then the pm will be your friend for life and the company have had a tricky problem solved. Sounds like win-win to me.

I think saying that you've never seen anything untoward, either verbally or through a letter, is reasonable. Along with a statement re: conflict of interest, and so "it would not be appropriate for me to be involved".