Getting roped into a permie's disciplinary

[WordIsBond]

I actually wouldn't say or do anything until approached. Just don't get involved and pull the "Sorry, but it really wouldn't be appropriate for me to comment on an internal HR matter and could be legally detrimental for both of us if I were to do so" line

This. As long as it is an internal HR matter, that is.

With a caveat already mentioned -- if you are a witness to illegal or dangerous behaviour, you talk.

But if it comes down to endangering your contract or the guy who signs the timesheet makes a personal request for you to talk to them, then he's the guy you need to keep happy, if you can.

Re: IR35, it should not impact your status one way or another to take five minutes telling someone what you've seen. There's no reason an outside supplier who is frequently on site can't do that. But if they ask you to go to a disciplinary hearing or anything like that, get it written up as a separate purchase order or something. That's not what you've signed up for.

[northernladyuk]

On second thoughts, you could say it is outside of the terms of your contracted engagement, and then quote them a monkey for this one off deliverable.

[vwdan]

Cheers guys, some good pointers on how to side step this. Will see if i can head this off before HR come to me with a quiet word with someone

I actually wouldn't say or do anything until approached. Just don't get involved and pull the "Sorry, but it really wouldn't be appropriate for me to comment on an internal HR matter and could be legally detrimental for both of us if I were to do so" line

[Ltd ability]

Cheers guys, some good pointers on how to side step this. Will see if i can head this off before HR come to me with a quiet word with someone

[northernladyuk]

On my current gig a work experience kid has put in a grievance with HR about the guy who signs my time sheets (who's 2 levels above the kid). Think HR will want to speak with everyone, including contractors, who works with the two parties.

As a contractor, I would obviously have only good things to say about the timesheet signer but would hate to be involved with this. It won't go anywhere as the guy is well thought of and the kid is a bit of a fanny (many suspect the grievance is to cover poor performance which will affect his uni scores).

What's the best way to avoid any involvement while ensuring possible extensions are not endangered? IR35 is the obvious one, but anything else?

cheers
LA

There are some limited circumstances where I might get involved - if it was a direct witness to a serious matter (e.g. assault, sexual harassment, serious safety breach) - but otherwise, as advised elsewhere, I would probably drop an email about not getting involved.

[vwdan]

Just point out as a supplier it would be improper for you to be involved in internal grievance procedures. They should understand. Most clients won't give references because you are a supplier so they can't have their cake and eat it.

Agreed. And if they've got anything about them they should also realise that involving a 3rd party in such a matter could actually back fire on them if it ever went any further.

[Spikeh]

You're not an employee, so you are well within your rights to decline any work requests (i.e. any requests a client makes of your time) that you aren't comfortable performing. This is no different - they're paying you to provide a service for a distinct period of time on a distinct project, NOT to get involved with internal politics.

[tarbera]

Time sheet signer is god

Kid won't pay your bills

[northernladuk]

Just point out as a supplier it would be improper for you to be involved in internal grievance procedures. They should understand. Most clients won't give references because you are a supplier so they can't have their cake and eat it.

[adubya]

Decline any request for HR chit-chat with a polite "I've nothing to say on the matter".

[Ltd ability]

On my current gig a work experience kid has put in a grievance with HR about the guy who signs my time sheets (who's 2 levels above the kid). Think HR will want to speak with everyone, including contractors, who works with the two parties.

As a contractor, I would obviously have only good things to say about the timesheet signer but would hate to be involved with this. It won't go anywhere as the guy is well thought of and the kid is a bit of a fanny (many suspect the grievance is to cover poor performance which will affect his uni scores).

What's the best way to avoid any involvement while ensuring possible extensions are not endangered? IR35 is the obvious one, but anything else?

cheers
LA