Wow. Massive can of worms opened. With the current attitude of most employees I think it won't be long before the employee believes his $10 an hour is more like a retainer to show up and be available to bill you $50 an hour for anything he does. I think I would fire him and contract him for $50 when I needed him. You might be surprised how seldom that is, and so would he.
On Tue, Sep 22, 2015 at 12:16 AM, 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 > -- Lewis Bergman 325-439-0533 Cell
