Many people get their college degree on their own dime and then put what they learned to work for their employer, it doesn't mean they can now bill off the clock for it.
>From a liability standpoint, it has to be done after your normal working hours and I would need to see a separate contract between the client and the employee. If it ever went to court for some reason, you can imagine what a prosecutor would ask... "Is the plaintiff a client of your company? Is the the accused an employee of your company? Was the accused performing work during their normal working hours?" Any jury is going to find you liable for anything that happens. Even if it's not a court issue, you could lose the client if they are unhappy with the employees outside work. On Tue, Sep 22, 2015 at 7:23 AM, Daniel White <[email protected]> wrote: > You can always pay a bonus for completing a special project. Employees > like that because it shows you appreciate them going above and beyond their > job description, and in this case, keeps you out of any legal grey areas. > > > > Thank you, > > > > Daniel White > > [email protected] > > Cell: +1 (303) 746-3590 > > Skype: danieldwhite > Social: LinkedIn <http://www.linkedin.com/in/danielwhite84>: Twitter > <https://twitter.com/DanielWhite84> > > > > *From:* Af [mailto:[email protected]] *On Behalf Of *That One Guy > /sarcasm > *Sent:* Tuesday, September 22, 2015 12:26 AM > *To:* [email protected] > *Subject:* Re: [AFMUG] Contracting an employee > > > > pay schedule mainly, substantially more than 10/50 but thats the crux > there. > > He also wont offer that service as an employee directly since he paid for > all the training to do it > > > > > > > > On Tue, Sep 22, 2015 at 12:45 AM, CBB - Jay Fuller < > [email protected]> wrote: > > > > if you're "letting him off" to do other work, but he's still your > employee, how are you letting him off? > > i mean, he's still your guy, just doing a different job that may pay at a > different rate.... > > > > ? > > > > ----- Original Message ----- > > *From:* That One Guy /sarcasm <[email protected]> > > *To:* [email protected] > > *Sent:* Tuesday, September 22, 2015 12:26 AM > > *Subject:* Re: [AFMUG] Contracting an employee > > > > 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 > > > > > > > > -- > > If you only see yourself as part of the team but you don't see your team > as part of yourself you have already failed as part of the team. > > > ------------------------------ > [image: Avast logo] <https://www.avast.com/antivirus> > > This email has been checked for viruses by Avast antivirus software. > www.avast.com <https://www.avast.com/antivirus> > >
