Well Steve was pretty vague on this.
Here is a good example. When SAF moved into both of their locations in Denver I did all of the structured cabling work. Clearly outside my job description, and I did it on my own time (well as an exempt employee, not sure that really exists :-). Company paid me a bonus, and they paid less than a contractor coming in and doing the work. Win-win for everyone. Of course Steve said the work would be done during normal hours. But once again, if you show your employees that if they go above and beyond and you will reward that (say getting a degree or learning new skills) that isn’t a bad thing overall. Makes your employees want to grow with your company – not get a degree and go seek higher pay somewhere else. Maybe if the work will be useful long term, just add the work to the employees normal course of work and give them a raise. Thank you, Daniel White <mailto:[email protected]> [email protected] Cell: +1 (303) 746-3590 Skype: danieldwhite Social: <http://www.linkedin.com/in/danielwhite84> LinkedIn: <https://twitter.com/DanielWhite84> Twitter From: Af [mailto:[email protected]] On Behalf Of Lewis Bergman Sent: Tuesday, September 22, 2015 7:51 AM To: Animal Farm <[email protected]> Subject: Re: [AFMUG] Contracting an employee 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 --- This email has been checked for viruses by Avast antivirus software. https://www.avast.com/antivirus
