Naturally there going to be a bunch of detail beyond your quick writeup but it feels to me your not as upset with this change, as the way the change has been ha

Naturally there going to be a bunch of detail beyond your quick writeup but it feels to me your not as upset with this change, as the way the change has been handled? It may be too late now you are cut from the discussion, but would a good approach been along the lines of "hey guys after the phone call are you happen for me to have legal document this to make sure we're all aligned and the contract is updated?" Not sure if it was originally approached too strongly as I dont see why they would resist updating the contact. Also if you document the summary point in that email it does give legal weight and record if they dont follow-up anyway (obviously lawyers are better but its something). Generally I've found when you see a shitfest arriving, see if you can suggest alternate push it a couple times if really serious but ultimately some people will follow their course and it only makes things worse to fight a brick wall. Once you see the course is set document your resistance in a friendly email and move away from said decision. And if you are going to have the fight, do it in person (or phone at least) as text is too easily taken the wrong way (tone or meaning of a word) if people feel criticised. After the chat follow-up with an email summary in a nice/helpful way but really 'for the record'. So to circle back, Id pick the right person to talk to be it CEO or Director or Sales and have an in person chat if you feel its that important. And go in with the view maybe Im wrong and there are good reasons I dont yet know and dont try to fight a brick wall if thats what there is.