It seems to me that our new consultant is in a position of greater power than anyone here has realized.

The former employer contacted him.

After letting him go, a realization was made that an error occurred on their part. The advice in these posts is pretty good, but I think his prior relationship needs to be a factor.

How was the termination handled? Presumably a good break or there would be no commo.

Was the employer ethical in prior dealings with the employee? Were promises kept? If yes, Offer to compromise. If no, what makes you think they would start now? Run, do not walk away.

It could have been an honest mistake (# of hours required) on part of employer (benefit of doubt, however, as the former person who did the job, there will be no learning curve. The employer knows that they will get more bang for buck. They also know that you have already interacted with the staff and will do so effectively in the future.

This person "has hand" (Seinfeld ref) . Insist on your original rate, they will come around. Be prepared to be training a replacement.

Get everything in writing. An email with a few sentences recapping the agreement as you understand it (with an acknowledgment from client)is usually sufficient. Especially the hours. 5 hours/ 1 day a week is much different than 2.5 hours/ 2 days/wk. or 2 hours 5 days/week.

Insist that regardless of # of hrs worked, you will be paid for a minimum of 5. Also make it clear that you are not ATT, and as such, there will be no "rollover minutes".

Just a few thoughts from someone who has been on both side of table. Good luck




# Run
# Insist on your original rate

# Accept it