I have to agree with Lewis on this one. I have many skill sets most of
which my education and military education have bound me to but that doesnt
mean I should quit my job and open my own business and try to survive.
I do however appreciate the bonus deal which pays at Christmas time :)
On 09/22/2015 07:51 AM, Lewis Bergman wrote:
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] <mailto:[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
