That's whos response I'm waiting for That's a good document Rick, I have a friend who may need to read that as well
On Tue, Sep 22, 2015 at 1:36 PM, Jay Weekley <[email protected]> wrote: > Doug Hass will give you they Heebie Jeebies if he decides to weigh in on > the question. > > That One Guy /sarcasm wrote: > >> In defense of said employee, if the employee approaches the employer >> asking for training in a particular area specifically to expand service >> offerings, if the employer declines because the benefit of the service >> isn't great enough to justify the expense of the training, then the >> employee is not competing against the employer if they go out on their own >> and invest the time and money as long as they aren't doing it on the >> employers time. Unless there were a carefully crafted no compete contract >> in place. But att hat point it would pretty much have to state employee >> cant have a second job, which I don't think can be enforced by a contract. >> >> Does the IRS care who is paying taxes as long as they're getting paid, >> even if the income is from two sources at the same time? At the end of the >> day they only care about the dollars not hours earning them don't they? >> assumptions about the IRS never turn out well. >> >> If a contract were present where the subcontracted employee specifically >> assumes the liability, does that protect the employer from that risk, if >> the employer is who ultimately bills the customer? (I know everybody can >> sue anybody for anything, but as a rule of thumb) This is assuming the >> contracted employee wants to assume the liability for the work performed. >> My guess is if there is any payment for service as an employee for the work >> performed, the employer as a company cant get rid of the liability. >> >> >> >> >> >> >> On Tue, Sep 22, 2015 at 11:26 AM, Paul McCall <[email protected] <mailto: >> [email protected]>> wrote: >> >> Steve is really a IRS agent that is trolling ! >> >> *From:*Af [mailto:[email protected] >> <mailto:[email protected]>] *On Behalf Of *Ken Hohhof >> *Sent:* Tuesday, September 22, 2015 12:23 PM >> *To:* [email protected] <mailto:[email protected]> >> *Subject:* Re: [AFMUG] Contracting an employee >> >> Why do I suspect Steve is the employee in this story? >> >> *From:*Daniel White <mailto:[email protected]> >> >> *Sent:*Tuesday, September 22, 2015 10:23 AM >> >> *To:*[email protected] <mailto:[email protected]> >> >> *Subject:*Re: [AFMUG] Contracting an employee >> >> 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 >> >> [email protected] <mailto:[email protected]>__ >> >> Cell: +1 (303) 746-3590 <tel:%2B1%20%28303%29%20746-3590> >> >> Skype: danieldwhite >> Social: LinkedIn <http://www.linkedin.com/in/danielwhite84>: >> Twitter <https://twitter.com/DanielWhite84> >> >> *From:*Af [mailto:[email protected]] *On Behalf Of *Lewis Bergman >> *Sent:* Tuesday, September 22, 2015 7:51 AM >> *To:* Animal Farm <[email protected] <mailto:[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 <tel:325-439-0533> Cell >> >> >> ------------------------------------------------------------------------ >> >> 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> >> >> >> >> >> -- >> 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. >> > > -- 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.
