James,
Love to hear more about how you are doing this: "...weekend support
through a rotating schedule of all employees who want to participate in
it (on-call is paid separate from "work" pay)"
Thanks
Martha
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Martha Huizenga
202-546-5898
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On 1/23/2014 9:56 AM, James Howard wrote:
We have a somewhat similar situation. One of our CSRs moved to Texas
(actually moved back since was originally from Texas) last year. We
cover our after-hours and weekend support through a rotating schedule
of all employees who want to participate in it (on-call is paid
separate from "work" pay). We didn't keep her as an employee when she
moved but wrote a contract with her to continue to cover the
after-hour shifts that she was covering before she moved. We pay her a
set rate per shift whether she gets any calls or not (just like we do
with our employees who cover any of the after-hour shifts). We give
her VPN access to our systems but she has to provide her own equipment
to connect and her own phone line to call customers. Just make sure
that if you make them a "contractor" that they actually fit under that
definition and it doesn't come back to bite you later on. Either way
(employee vs contractor) you still have no guarantee that the person
isn't going to sit and play games all day do you? Do you have that
guarantee when he was sitting at your office? If I was having a
person answer live calls (we just have her do call backs for
after-hours support) I would provide a VoIP phone connected to our
asterisk PBX though.
James Howard
LiteWire Internet Services, Inc.
*From:*wireless-boun...@wispa.org [mailto:wireless-boun...@wispa.org]
*On Behalf Of *heith petersen
*Sent:* Wednesday, January 22, 2014 7:27 PM
*To:* WISPA General List
*Subject:* [WISPA] remote employees
I have a tech who does real light field work, who mostly works at a
desk in my office. He usually handles the customer BS, like phone tech
support above what we let our held desk handle, as well as radio
configuration and updates and support to my field techs. Due to recent
personal issues he is moving 4 hours away. We figure, since he doesn't
have a job yet and can get good high speed service, we might try to do
a gig with us remotely. I would tunnel him into the net, access to
billing, and a VoIP phone to our system, basically use him just like I
do now, just no physical presence.
Anyone else doing this or have past experience with this? If so, was
it positive or total nightmare? We are trying to figure out how to
base compensation. Right now he is hourly, I can see time tracking
could be a pain. In reality he could just sit there and play solitaire
all day if I don't have any calls for him or any network upgrades.
Anyways I appreciate your thoughts. I lean on him pretty hard to take
care of BS that I shouldn't have to deal with. Without him I see some
pretty long days ahead. And I cant afford to keep a field tech in the
office, though I have a guy that would rather sit on ass and talk to
customers as opposed to doing field work.
thanks
heith
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