Hannah Robinson wrote:
There are plenty of benefits that accrue, but there's a big difference
between being a temp and a consultant.
In theory yes, but in practice what you are paid is key regardless of
whether the company pays you directly (consultant) or through an agency
(temp).
Complaining of the amount of the agency cut is akin to complaining that
Donald Trump or Rosie O'Donell are overpaid. Would you prefer that the
company
pays you $100 per hour directly or $200 to an agency where they take
their 40% share. Don't worry about things over which you have no
control. "You", in general, not "You" personally.
For example, when I was doing legal temp work, I had to be placed
through an agency. The agency was paid somewhere between 32 and 40
dollars an hour for my labor, but I was paid between 17 and 21. For
me to take a pay cut when I accepted a position would have been
ridiculous because it wasn't as if the company wasn't already paying
the overage. Instead of paying a fee, they paid for my health care.
There's no net loss there. I'm assuming tues is in a similar
position. I turned down a position at a v. chi-chi firm because they
tried to pull this kind of crap (which is no don't why I'm so
vehemently responding to tues' question.) They tried to pull that to
the tune of offering 13% less than I was making as a temp. Take that
out of your current salary and think how much that'd hurt.
Do the benefits compensate for the 13% cut. As a permanent employee,
I'd certainly expect (not like, but expect) to be paid less than a
consultant/temp.
If I was converted to a consultant/temp I'd lose the following:
Commission and bonuses - This is a lot, in my case, but YMMV
Company 401K/pension contributions - I'd need an extra 10% to cover these
Company health/dental care - I'd need $500 - $1000 per month to cover these
Company paid training and tuition re-imbursement - I'd need $5K per year
to cover these
One month company paid time off - I'd need one month's salary to cover
this (or take no vacation!)
Clearance sponsorship, sick leave, disability etc. etc.
That'd hurt.
Also as an employee the company is on the hook for Social Security and
Medicare payments.
Anyway this is irrelevant since the person who asked the question needs
to determine what is important to him/her.
Regards,
Tony
Now I'd generally agree that it's better to be a permanent employee,
if only for the legal protection provided you. Nonetheless, for most
people who are temping, losing 50 bucks or more a pay period matters.
On 5/4/07, [EMAIL PROTECTED]
<mailto:[EMAIL PROTECTED]>* <[EMAIL PROTECTED]
<mailto:[EMAIL PROTECTED]>> wrote:
I've never been a temp, but aren't there benefits to being a
permanent employee; vacation, personal days, health insurance,
pension, 401K, severance, leaving early on Fridays, long boozy
lunches etc. that don't accrue to temps? Or am I just spoiled?
Regards,
Tony
