and let's not forget that whether you have liability or not, anytime you do anything, you have potential costs to defend what you did, even if you're right.
----- Mike Hammett Intelligent Computing Solutions http://www.ics-il.com ----- Original Message ----- From: "Paul McCall" <[email protected]> To: [email protected] Sent: Tuesday, September 22, 2015 7:23:22 AM Subject: Re: [AFMUG] Contracting an employee I agree with Daniel. Keep it simple. A bonus system works very well for this scenario. Yes, you have the liability, but you do anyway when it comes down to it. J From: Af [mailto:[email protected]] On Behalf Of Daniel White Sent: Tuesday, September 22, 2015 7:24 AM To: [email protected] Subject: Re: [AFMUG] Contracting an employee You can always pay a bonus for completing a special project. Employees like that because it shows you appreciate them going above and beyond their job description, and in this case, keeps you out of any legal grey areas. Thank you, Daniel White [email protected] Cell: +1 (303) 746-3590 Skype: danieldwhite Social: LinkedIn : Twitter From: Af [ mailto:[email protected] ] On Behalf Of That One Guy /sarcasm Sent: Tuesday, September 22, 2015 12:26 AM To: [email protected] Subject: Re: [AFMUG] Contracting an employee pay schedule mainly, substantially more than 10/50 but thats the crux there. He also wont offer that service as an employee directly since he paid for all the training to do it On Tue, Sep 22, 2015 at 12:45 AM, CBB - Jay Fuller < [email protected] > wrote: if you're "letting him off" to do other work, but he's still your employee, how are you letting him off? i mean, he's still your guy, just doing a different job that may pay at a different rate.... ? <blockquote> ----- Original Message ----- From: That One Guy /sarcasm To: [email protected] Sent: Tuesday, September 22, 2015 12:26 AM Subject: Re: [AFMUG] Contracting an employee How do you contract an employee but keep him on the clock during business hours if the concern is in your attendance policy and you don't want to poss off the other employees by letting him off all the time. On Sep 22, 2015 12:23 AM, "TJ Trout" < [email protected] > wrote: <blockquote> I tried my best to comprehend your question / rant, but after several tries I realized your speaking in poop On Mon, Sep 21, 2015 at 10:16 PM, That One Guy /sarcasm < [email protected] > wrote: <blockquote> 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 </blockquote> </blockquote> </blockquote> -- 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. Avast logo This email has been checked for viruses by Avast antivirus software. www.avast.com
