retaliation for protective activity and that of those things happened to mr quinn which is why the circuit court's judgment should be coerced mr when the case is predicated on the circuit court except in his claim that he was charities entire vendor contract expired on june thirtieth and twenty ten so that was a place they could keep him any longer so they had this and at that point they had to seek permission to get him a successor contract that man him through december of two thousand and ten how many people are employed in the same position as mr warren in the community health center pension there are about twenty five contract workers they lost somewhere around twelve fifteen of those people in the interests of the only place where they were contract workers the can vote for day to federal cases when ben could look there but it's not even ironclad and in title seven your honor it's the case that i am changing the terms of your conditions can be compatible at discharge can be a change in your terms and condition did fill in all the other pieces of this and your at the supreme court actually found that the department should have and they use this term accommodated mr wrenn and made him an employee and it really isn't fair to the department was been able to id you only half of an employee of a vendor that you know i subcontract was appropriate under article twenty nine and then just moves showing that it's necessary or desirable because a greater efficiency economy or other related factors  program question and when he was asked well was player a program person he said yes player was a program person in other words where was the person whose job it was to say this is the exception that applies to mr when we want to keep considered him not very easy to replace put his supervisor supervisor you can try to see the intervention by the federal officer in charge of the healthy start grant you know please help us to figure out how to keep mr win because they what they tried to keep him it wasn't that they were doing him any favors they wanted to keep him and they would have kept him and whether that was a big didn't treat him in a neutral manner particularly blair when he's presenting the case to his doesn't address the argument and it's reply brief but the minute you said was during road to protect some during the pendency of the contract absolutely that the protection that the general assembly intended for contractual employees because prevented employees that i talked about before there was also an exception for direct contract employees which was a little bit narrower but who submitted that one to the fight too so this is a very flexible process that with a person by person who said i can't say i would have to look at the specifics of every single employee i can't tell you whether why or the other route it definitely have to go or have or be able to stay depend miss two ways it's a good name team it's a list of the employees in his division c h p and i think there's about sixty three employees on that list which are vendor employees and personal service contract employees he's so the premise of that i mean is that it really has to be protected by the ethics act you need entitlement to continued employment and nobody that the ethics act is trying to protect that there's no requirement of an entitlement so an at will employee from would change in terms and conditions because this all took place while he was an employee all of this retaliation he was an employee he had the right to be treated in a neutral manner your respective of his protected conduct and he was go they didn't concoct the process for the purpose of finding a way to get rid of mr when he was playing to the process but it was a convenient pretext to say oh we can just tell him that the union is requiring his contract not to be renewed when really i'm the one who's saying to the labor nick negotiator don't worry about this one don't bother negotiating this one i don't care and let me go shooter said if i if the liaison said that to me let a second adverse employment action that's what they're getting thank you very much i've never seen that done for a program administrator that would have been extremely hard sell the standard is not the value you want to keep you it was do you have masons for some specialized skills that nobody else has so they  not see a path to do that and it was like that was hundreds and hundreds of other people this is an after classroom and in the good turn the department of rehabilitation services had something like one hundred contractors i don't know how many they have left but this is the process nobody enjoyed that which is why we wanted to hear from both you and we thank you very much