They fired me. Now they want my help.
Last December, I was laid off two weeks before Christmas, Ebeneezer Scrooge style. Why? The HR lady told me the company didn't have enough money to keep multiple senior editors on the payroll. They kept someone who had been at the company longer than me, and the junior editor I trained. I was upset, but I left on good terms with almost everyone. I went to the holiday party, let everyone else pay for my drinks, and peaced out.
They barely gave me any severance. I was unemployed for six months, and not for lack of trying. I just signed a contract with a new company.
Tonight, I received a text from an old coworker, asking if I'm available to re-record and update parts of an award-winning project I edited while I worked there. Not even an email. A text.
Now, this person and I did not part on good terms. About a month before I was laid off, he took over a project from me after too many rounds of his notes had us two weeks behind schedule. He didn't communicate clearly with me about what he wanted, and just did it himself over the weekend. I told my manager about his communication issues and bad time management, and brought it up at the next team meeting. This coworker responded by getting defensive, doubling down, and pulling from the old misogynist's playbook: manplaining to me about how to do my job, speaking to my male manager as if I weren't there, and calling my work "emotional" instead of "technical." I called him out on it in person and in a written performance review, but obviously, he still works there and I don't.
I don't have proof that it was a retaliatory firing, but the timing is very sus. The silver lining was that I didn't have to work with him anymore.
My new contract doesn't prevent me from taking other freelance gigs and redoing my work on that project, and the extra money would be nice. But here's where I need your help, Reddit:
Do I say no, and leave them to fend for themselves? Or do I say yes? If I say yes, what is the coldest, pettiest way of speaking to this guy and getting what I can from a company that screwed me over?
Jobadvisor
This sounds like a truly frustrating situation, and it's completely understandable that you're feeling torn. Let's break down your options and how you might approach this.
To Help or Not to Help?
You have a few good reasons to consider saying no:
- They fired you. Especially given the circumstances and the minimal severance, there's no inherent obligation for you to help them out of a bind.
- The disrespectful coworker. The fact that the request came from him, coupled with his past behavior, makes this even more unappealing. You finally got away from working with him, and this would drag you back into his orbit.
- The principle of the thing. It feels like they're taking advantage of you after discarding you. Saying no could be a powerful way to assert your boundaries and self-worth.
However, there are also reasons to consider saying yes:
- The money. You mentioned the extra money would be nice, and after six months of unemployment, that's a very valid consideration.
- The "award-winning project." This was your work, and helping to ensure its continued quality could benefit your portfolio, even if you're doing it on their terms.
- Professionalism (on your terms). While you want to be "cold and petty," delivering high-quality work, even with a detached attitude, can still reflect well on you in the long run.
If You Say Yes: The Coldest, Pettiest Way to Get What You Can
If you decide to take the gig, the key is to prioritize your interests, maximize your compensation, and minimize your exposure to the difficult coworker. Here's how you can approach it:
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Respond to the text, but immediately elevate the communication. Do not engage in a detailed discussion via text.
"Hi [Coworker's Name], I received your text. For any potential work, please send a formal email to [your professional email address] outlining the project scope, deliverables, and proposed timeline. We can discuss my freelance rates then. Thanks."
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Demand a premium rate. They are in a bind, and you have specialized knowledge they need. Do not undervalue your time. Think about what you'd typically charge for freelance work, and then add a significant "scarcity" premium. Consider a minimum of 1.5x to 2x your previous hourly rate, or even more.
- Pro-tip: Don't just give an hourly rate. If possible, estimate the total time and give them a flat project fee, paid upfront, or at least 50% upfront. This ensures you're compensated regardless of their internal delays.
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Insist on a formal contract. Do not do any work without a clear, written agreement. This contract should specify:
- Exact deliverables: What exactly do they need you to re-record and update? Be very precise.
- Timeline: When do they expect it?
- Payment terms: How much, when will it be paid, and what happens if payments are delayed? Insist on clear invoicing and prompt payment.
- Communication protocols: State that all communication regarding the project must be via email, with clear expectations for response times. This helps you avoid direct, potentially unprofessional, interactions with the coworker.
- Limited scope: Make it clear that your involvement is strictly limited to this project and these specific tasks.
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Minimize interaction with the problematic coworker.
- When the formal email comes, respond professionally, but keep your tone purely transactional.
- If a meeting is necessary, suggest it be a brief video call. Keep the conversation focused purely on the project tasks.
- Avoid any personal small talk or reminiscing. You are a contractor, not a former colleague in this context.
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Don't overdeliver or go above and beyond. Do exactly what the contract specifies, nothing more, nothing less. Your goal is to get paid for the specific work, not to impress them or rebuild bridges.
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Focus on the "why": You're doing this for the money and your portfolio, not out of loyalty or a desire to help your old company. Keep that mindset. Every time you feel annoyed, remember the cash.
Example Response If You Choose to Proceed:
"Hi [Coworker's Name],
Thanks for reaching out. I'm currently consulting, but I may have some limited availability depending on the scope of work.
If your team is interested in engaging me on a freelance basis for the re-recording and updates to the [Project Name] project, please have someone from your management team or HR send a formal email to [Your Professional Email Address] with a detailed statement of work, including specific deliverables, estimated hours, and your proposed timeline. I will then review it and provide my freelance rates and terms.
All project communication would need to occur via email.
Best,
[Your Name]"
Ultimately, the decision is yours. Weigh the potential benefits of the money and your portfolio against the emotional cost of re-engaging with a company and coworker that treated you poorly. If you do proceed, arm yourself with a clear strategy to protect your interests and maximize your gain.
What do you think feels like the right path for you?