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Getting line managers to think the right way about contract renewals

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    #11
    Originally posted by CalmEddie View Post
    Everyone is umbrella. <snip>


    I am a contractor
    IMO the phrase you are looking for is agency supplied worker, temp employee, temp worker, but not contractor. They (line managers) treat you like that because you are that. The fact that most 'contractors' over the last 2 decades have also been that doesn't make it less true now.
    See You Next Tuesday

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      #12
      Just happened here, there is more work in 3 weeks time, but the business won't fund for the period before that. They just let the other guy go, onboarding takes 2 months to get him back onboard, if he's still available.

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        #13
        Originally posted by anonymouse View Post
        Just happened here, there is more work in 3 weeks time, but the business won't fund for the period before that. They just let the other guy go, onboarding takes 2 months to get him back onboard, if he's still available.
        So a 3 week furlough period during which no work is available.

        That contract is clearly outside IR35 as you've ticked the No mutuality of obligation (MOO) box.
        merely at clientco for the entertainment

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          #14
          Originally posted by eek View Post

          So a 3 week furlough period during which no work is available.

          That contract is clearly outside IR35 as you've ticked the No mutuality of obligation (MOO) box.
          Yes but it's not furlough. That's a permie term and he'd have to still be in contract to be furloughed. If one contract has been cancelled because there is no work and then they call him back in a few months with a new contract then definitely an absence of MoO.. but not furlough.

          Or have I read that wrong and you mean claim furlough with the covid rather than the general term furlough?
          'CUK forum personality of 2011 - Winner - Yes really!!!!

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            #15
            Originally posted by northernladuk View Post

            Yes but it's not furlough. That's a permie term and he'd have to still be in contract to be furloughed. If one contract has been cancelled because there is no work and then they call him back in a few months with a new contract then definitely an absence of MoO.. but not furlough.

            Or have I read that wrong and you mean claim furlough with the covid rather than the general term furlough?
            There's work but it's not chargeable, so they ended his contract, end off. The TM wants him back, it's a new budgeted piece of work starting in 3 weeks, but the onboarding starts again, which takes 2 months, all PS and inside.

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              #16
              If there are a few contractors onboard, chances are a few of you are from the same agency, and there will be an overhanging client-agency contract to supply X people that needs to be renewed first.

              I've learnt that there's not much point asking about when your renewal's coming (or if it is) until that's done. And agents will be fairly honest with you (!) about what the status of that is.

              And always, always, start the job search a month or so before any 'renewal', even if you think it's a dead cert. You have no one to cry to but yourself when it doesn't turn up on the last Friday...
              ⭐️ Gold Star Contractor

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                #17
                In my time as a contractor the renewal contract was often late. It wasn't unusual for the paperwork to be completed after the renewal had begun. Even if you have a contract it can be terminated at short notice. There are plenty of contractors who walk out if their written contracts aren't there, but it achieves absolutely nothing other than for the contractor to lose a day's pay. The contract will arrive late at the next renewal as well. If you have a verbal confirmation from your agent then not worth getting angry about. Legally if you're on site working it means the contract has been agreed and the paperwork is a formality.
                I'm alright Jack

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                  #18
                  Originally posted by BlasterBates View Post
                  In my time as a contractor the renewal contract was often late. It wasn't unusual for the paperwork to be completed after the renewal had begun. Even if you have a contract it can be terminated at short notice. There are plenty of contractors who walk out if their written contracts aren't there, but it achieves absolutely nothing other than for the contractor to lose a day's pay. The contract will arrive late at the next renewal as well. If you have a verbal confirmation from your agent then not worth getting angry about. Legally if you're on site working it means the contract has been agreed and the paperwork is a formality.
                  Ermm, no, it means you are working under the terms of the previously agreed contract...
                  Blog? What blog...?

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                    #19
                    I'm guessing this forum is mostly IT techies?

                    Thanks for the advice, though again, this is not about my contract. I'm not looking for solutions, I just want to discuss. I'm old fashioned in that I see forum as, well, a forum, a place for discussion. I know these days it can be more of a ticket system for a support desk type approach, so apologies if I posted in the wrong place.

                    I know I have a low post count but I've been contracting for 19 years. These days I report to directors.


                    So, this is not about me worrying where my money is coming from. This is about where I can spend the company's money to ensure contract pool remains in place.
                    It's actually sorted now, I've put things in place.

                    But I'm still interested if anyone has anecdotes about "permies with spend authority"* not really understanding how contractors function.



                    * line manager. Or whatever.





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                      #20
                      It's a multi-pronged approach to getting clients to think better about how to manage contractors.

                      I'd firstly say they should take the engagement out of HR's hands and give to procurement, and then give training to managers on the difference between a contractor vs a temp vs a permie / FTC and scenarios each works best in.

                      There's anecdotes galore, I'm sure. Being told you have to contribute to the tea and biscuit fund, getting invited on teambuilding days out, etc

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