How do you handle disgruntled permanent staff and management

[pauldee]

Because you would need to sue them for Libel (written) or Slander (spoken) - You need very very deep pockets for that one. The very substantial risk that you may win the judgement, but not the costs could most likely bankrupt you.

You can't take them to an Employment Tribunal as you are not an Employee (surprised I need to tell you this).

So a simple subjective reference that said, the client didn't feel you were a people person and the quality of your work didn't meet their internal standards could be very damming, but not libellous.

I think it's safe to say that it would be best if this whole situation would be best avoided.

[LondonManc]

I think it's safe to say that it would be best if this whole situation would be best avoided.

I'd just get the agent to confirm that you attended; no point having to pander to the whim of a madman.

[VillageContractor]

Out of interest I've just queried this with a contact at my PS clients HR and there policy is clear. Job held, start and end dates and nothing more. No personal opinion/character type comments are allowed.

Been the same for pretty much everywhere I've worked at. Managers haven't given "references" even for people they hated or were tulip or did nothing

[Willapp]

Personally I'd go for option 3 once your most recent invoice has been paid (point of least financial risk). The benefit of having a decent warchest in this situation is you can dictate what you will or won't tolerate. In that scenario I don't think I'd even be willing to honour a notice period - you could argue that being sworn at amounts to verbal abuse and therefore you're terminating the agreement.

The benefit of doing this sooner rather than later (i.e. the keep on invoicing approach) is that I wouldn't even put the role on my CV so you don't have to worry about references at all.

[northernladuk]

The benefit of doing this sooner rather than later (i.e. the keep on invoicing approach) is that I wouldn't even put the role on my CV so you don't have to worry about references at all.

But you will have to worry if your new client has any in depth background checks

[SueEllen]

Personally I'd go for option 3 once your most recent invoice has been paid (point of least financial risk). The benefit of having a decent warchest in this situation is you can dictate what you will or won't tolerate. In that scenario I don't think I'd even be willing to honour a notice period - you could argue that being sworn at amounts to verbal abuse and therefore you're terminating the agreement.

The benefit of doing this sooner rather than later (i.e. the keep on invoicing approach) is that I wouldn't even put the role on my CV so you don't have to worry about references at all.

He needs to protest now that it is verbal abuse not wait 2 weeks e.g. put it in writing.

[gables]

But you will have to worry if your new client has any in depth background checks

But how will they find out? He's only been there two weeks, surely it's just bench time?

[northernladuk]

But how will they find out? He's only been there two weeks, surely it's just bench time?

TBH I don't know and you are probably right. It's still a false declaration if he has to state that and he goes down the 'bench time' route. Not a good start to an SC contract really is it.

Just think what Willapp says is a lot of faff when you don't need to worry about references. All they will get is the start and end date. Nothing else.

[bobspud]

Now the dust has settled, I would take the manager to one side and reiterate that the guy trashed your work under the guise of a code review and that while he may have felt his way was better, there was a working solution in the bag at 2pm. Drag the guy in to the meeting as well so it doesn't look shady if you can deal with stand up arguments. Having worked with a few really BAD senior developers I can attest that the ones that think they are gods are the worst on the planet for a well run team.

That said I have also met a few junior devs that I wouldn't trust to write me a two line basic script.

Offer to walk on the spot but point out that losing two devs in a month points to other problems in the playpen other than all contractors are tulip and that the next guy may not handle the passive aggressive behaviour. you can also play the obviously I am not used to the way we do things so lets firmly book the code review for the middle of the sprint with a moderator in the middle to mediate things until we understand each other better.

Walking now has no shame and SC wouldn't be able to pick up on the situation as technically you never worked there you have been working for your own company.

[VillageContractor]

BTW sending over a code review at 2pm on the last day of the sprint is asking for trouble, it should be done way before then.