If you do it, can you move liability to the employee, since he's still on your clock also. On Sep 22, 2015 12:26 AM, "That One Guy /sarcasm" <[email protected]> wrote:
> How do you contract an employee but keep him on the clock during business > hours if the concern is in your attendance policy and you don't want to > poss off the other employees by letting him off all the time. > On Sep 22, 2015 12:23 AM, "TJ Trout" <[email protected]> wrote: > >> I tried my best to comprehend your question / rant, but after several >> tries I realized your speaking in poop >> >> On Mon, Sep 21, 2015 at 10:16 PM, That One Guy /sarcasm < >> [email protected]> wrote: >> >>> So if you have an employee who offers a service that you do not, but >>> works a 40 on your clock how would you handle subcontracting his services >>> on your clock? Just for easy numbers, say he's a ten dollar employee, but >>> he bills at fifty. You need his services during business hours. You need to >>> bill for it. Aside from the obvious separation issues, is this really all >>> that complicated if you have an attendance policy this would interfere >>> with? If he's on your dime as an employee, but also billing his contracted >>> rate, say you're ok with the double dipping, where does the liability for >>> the service lay? From the customers perspective, I assume it's simply on >>> the boss. But at the end of the day, how would you handle, or not handle >>> that, concessions to attendance? How do you deal with the other employees, >>> or is it any of their concern? As a subcontractor, I assume you can make it >>> sort of the contract that 'll work is represented as the employer >>> >> >>
