This isn't a case of let go under normal dismisal (is it?) nor a resignation i.e. it is a redundancy and I think you hinted at some of the concerns about business earlier.
Ergo:
My boss didn't even ask about the trial. He had assumed it settled. He wasn't at our last biweekly staff meeting where I gave a report on where my ongoing cases stood. His bad.
Absolutely. Same as in my case but instead of keeping quiet until I had cleared my desk and taken the money, then tipping them the wink so they would have had to bring me back at contractor rates, I blabbed.
Did you blab? Or did someone spot the problem?
But now:
So he agreed to keep me on until the end of my testimony. Works out better for the company...
Yes, of course. "he agreed"? don't you mean "you agreed"? He needed you to stay on unless you suggested staying on... your bad.
In my case they had an obligation to suspend my redundancy and re-instate it once the job was done.
My bad.
I should have insisted on the redundancy and then negotiated a sweet sub-contract arrangement when they had begun to sweat blood.
... and it makes a smoother transition for me.
but not as smooth as being paid consultants rates.
I can't help but think you have been shafted twice here and you are missing the opportunity to spend some of that time looking for a new job with a bit more cash in hand to do it.
Don't forget the per day or part day, expenses at your rates, pay for days of preparation etc. and what happens if there is no clear cut result? More work.
Price it up and see if you don't think you should re-negotiate... I mean, what have you got to lose?
Plus, you set a precedent for contract work.
If they get occasional jobs coming up they should be able to use you again while you are looking for new permanent employment.
If they just let go extra staff there will come a point where they don't have enough work for a return to higher staffing levels but insufficient staff to cater for transient uplifts in work load i.e. they may find they need to refuse some work when they could call you in on contract basis.
The moment you get a good job offer, game over.
You say the contract is with the company.
It is their responsibility to provide an expert witness. I am sure (this cannot be an isolated instance) that if you had notified the court that you were no longer employed or under notice (and felt that in all honesty because of the conditions you did not think you could necessarily guarantee to be able to "focus" fully on the case etc., they would probably have/want to release you from your subpoenae and might even have cause to want to release you even so as there is always a possibility that your testimony could be adversely influenced...(or something along those lines).
Now, the moment you were notified your services were no longer required you needed to focus on you, not the company.
They aren't doing you any favours. You are doing them favours and you shouldn't, you should switch to working on contract as being better for you and for the company (if they don't want your testimony later challenged for whatever reason... the losing side may exploit any circumstance to set aside a judgement?).
I'd suggest you investigate the situation your probable losses here (the difference between salary and contract fees, and put a value on lost time searching for new employment and then discuss with your ex-boss.
You have nothing to lose by investigating and by saying you were caught of base by circumstances, agreed to something you should not have agreed to and don't think it appropriate for you to act on the companies behalf under the current circumstances.
If nothing else, make them sweat it a bit. The closer to court date the sweatier they will be.
JMW
lease see FAQ731-376 for tips on how to make the best use of Eng-Tips.
