I want to thank everyone who replied both on and off list. The arguments for full-time far outweigh any argument for working this position on a contractual basis. So, with this added knowledge, I will begin drafting my proposal to justify leaving the freedom of contracting to become a captive employee. (Of course, the freedom I speak of does not include the stress we all experience between contracts..)
Again, thanks Al Geist Technical Writing, Help, Marketing Collateral, Web Design and Award Winning Videos Voice/Msg: 802-658-3140 Cell: 802-578-3964 E-mail: <mailto:[EMAIL PROTECTED]> mailto:[EMAIL PROTECTED] URL: <http://www.geistassociates.com> http://www.geistassociates.com (Online portfolio and resume) See also: URL: <http://www.geistimages.com> http://www.geistimages.com (Fine art photographic prints for home or office and beautiful note cards for all occasions.) _____ From: John Garison [mailto:[EMAIL PROTECTED] Sent: Friday, April 20, 2007 10:06 AM To: Al Geist Subject: Re: [TCP] Need ideas for new opportunity Hi Al, This is an off-list reply. Since we're both Vermonters, I want to first congratulate you for finding a way to make a living as a tech comm-er here. I'm getting by on a couple of contracts for Boston area businesses, but have had no luck in drumming up any local business. LMK if your job expands so that you need help! I've applied to several full-time positions and have either gotten no response, or have been rejected without an interview despite being highly (overly?) qualified for what they're asking for. I wonder if there's not some age discrimination going on. I'll never know ... I have never quite had the same choice between the two types of employment that are being offered to you, but I can give you some input about what I would consider as important. Since our backgrounds are roughly the same durations and scope, it might apply. But then again, you probably won't get much you haven't thought of already, either. Arguing for direct employment: You get benefits like health insurance and vacation, 401K, etc. that you probably won't get as an independent. I don't know if this is important to you or not at this stage of the game. From the company's point of view, this is 'business as usual' as they know the costs and how to manage/use direct employees which may not be the case for a permanent contractor. As we both know, there is no 'guarantee' for a direct position, but it is slightly harder to dismiss someone who's an employee than it is to sever a contractual relationship. And ... it's hard for a company to dismiss an older worker without the possibility of an age discrimination suit being brought. Arguing for renewable contract: You're comfortable with the contracting way of life, and are no doubt aware of all the benefits it has to you as far as taxes and the like and know how to make that calculation as to whether it works for or against you. Assuming that the contract specifies a minimum number of hours, favorable rates, etc., it could be a very attractive option. As stated above, though, it's easier for the company to sever a contract than it is to dismiss an employee. A lot depends on the 'renewability' clause in the contract. Make sure you consider the pros and cons of both opt-in and opt-out renewals. Best of luck ... and again, congrats. John Garison Al Geist wrote: I've just been offered the Technical Publications Manager position at a company I've been contracting at for the last six months. The position is offered two ways-on a renewable contractual basis, or as a direct hire. The manager who presented it to me indicated they preferred direct hire, but he needs a solid proposal to convince the VP of Operations that this is a better way to go. The VP of Operations was the one that gave the go ahead to retain my services and we have a good personal and professional relationship. I've been asked to come up with pros/cons for both ways, including costs. I've already done the "salary.com" review and they already know my contract rates. What I am having a hard time with is a convincing argument for hiring me direct versus contract. (I've been pitching contracts for so long that my brain is having a hard time shifting to this new approach.) A bit of background. --This company has used a part-time technical writer (six hours a week) for nearly 15 years. I was brought aboard in a contractual basis because this PT writer was both overwhelmed and ready to retire. Prior to my arrival, the engineering staff carrying most of the heavy writing load, but they are overwhelmed themselves. My heavy hardware/software background was instrumental in me getting the contracts. The documents when I arrived vaguely reflected the products and did not follow the corporate style for layout nor industry standards for terminology. Upper manager understands the need to change and is open to my ideas and respectful of my extensive background (over 30 years in writing-technical, consumer, video, web..). They also want to move from Word-based PDFs as their only form of online documentation to a new process that will satisfy Marketing's need for conforming to the corporate print style guide, Trainings desired for more interactive documentation and Field/Customer Service's need for accurate procedures with links to schematics/drawings. The company's corporate headquarters are in Germany, but they've had a research and manufacturing facility in the U.S. for over 27 years. While I like the contracting life, I feel this task will require me to be a full-fledged member of the management staff. It's also an exciting opportunity, and I would still be able to work out of my home office on a regular basis. (Sipping mai tai's on the deck on a hot summer day may be out though...) Anybody been through the same thing and if you have, I'm open to ideas to use in my proposal. Thanks, Al Geist Technical Writing, Help, Marketing Collateral, Web Design and Award Winning Videos Voice/Msg: 802-658-3140 Cell: 802-578-3964 E-mail: <mailto:[EMAIL PROTECTED]> <mailto:[EMAIL PROTECTED]> mailto:[EMAIL PROTECTED] URL: http://www.geistassociates.com (Online portfolio and resume) See also: URL: http://www.geistimages.com (Fine art photographic prints for home or office and beautiful note cards for all occasions.) ______________________________________________ Author Help files and create printed documentation with Doc-To-Help. New release adds Team Authoring Support, enhanced Web-based help technology and PDF output. Learn more at www.doctohelp.com/tcp. DOCUMENTATION & TRAINING WEST 07: THE USER EXPERIENCE April 18-21, 2007 ~ Vancouver BC ~ Marriott Pinnacle ~ free city tour 40+ sessions * free workshops * free iPod offer * www.doctrain.com _______________________________________________ Technical Communication Professionals Post a message to the list: email [EMAIL PROTECTED] Subscribe, unsubscribe, archives, account options, list info: http://techcommpros.com/mailman/listinfo/tcp_techcommpros.com Subscribe (email): send a blank message to [EMAIL PROTECTED] Unsubscribe (email): send a blank message to [EMAIL PROTECTED] Need help? Contact [EMAIL PROTECTED] Get the TCP whole experience! http://www.techcommpros.com ______________________________________________ Author Help files and create printed documentation with Doc-To-Help. New release adds Team Authoring Support, enhanced Web-based help technology and PDF output. Learn more at www.doctohelp.com/tcp. DOCUMENTATION & TRAINING WEST 07: THE USER EXPERIENCE April 18-21, 2007 ~ Vancouver BC ~ Marriott Pinnacle ~ free city tour 40+ sessions * free workshops * free iPod offer * www.doctrain.com _______________________________________________ Technical Communication Professionals Post a message to the list: email [EMAIL PROTECTED] Subscribe, unsubscribe, archives, account options, list info: http://techcommpros.com/mailman/listinfo/tcp_techcommpros.com Subscribe (email): send a blank message to [EMAIL PROTECTED] Unsubscribe (email): send a blank message to [EMAIL PROTECTED] Need help? Contact [EMAIL PROTECTED] Get the TCP whole experience! http://www.techcommpros.com
