41–50 of 144 posts
> Lawrence Dearth, the president of staffing company Insight Global, Instead of naming your staffing company like a nondescript CIA front, why not call it "Dearth of Talent"? No one would ever forget it. Maybe it can be a cold-call icebreaker, too.
> There’s no way I want to go back ... making half the amount. IMHO, if a company lays off an employee, and then wants them back as a contractor/consultant, the tasteful offer is that the money doubles , not halves .
1. Most companies aren’t in the business of making tasteful offers. 2. Why would they double this person’s pay? This person no longer has a job and needs one!
Because he's contracting now. Contractors typically don't take jobs for salary level pay, let alone _less_ that salary level pay. The main reason we charge more is to cover costs for insurance, and all the other things a company would normally pay for — but it's also because we don't _need_ the job, _they_ need the job filled.
> There’s no way I want to go back ... making half the amount. IMHO, if a company lays off an employee, and then wants them back as a contractor/consultant, the tasteful offer is that the money doubles , not halves .
supply and demand
See also “Nobody wants to work”
> There’s no way I want to go back ... making half the amount. IMHO, if a company lays off an employee, and then wants them back as a contractor/consultant, the tasteful offer is that the money doubles , not halves .
1. Most companies aren’t in the business of making tasteful offers. 2. Why would they double this person’s pay? This person no longer has a job and needs one!
Some places stipulates that if you return within some number of months after being laid off, you forfeit a prorated amount of your severance. This may make returning to the same company significantly less attractive.
Firing people to hire contractors instead is risky because you need a reason to fire people. The reason could be economical, but one could easily argue in court that if the company is hiring contractors instead, well, it was not the real reason.
The other reason could be personal. The employee is incompetent or toxic, for example, but if you get an offer as a contractor after, it sounds trivial to win a trial too.
I know the word is a bit a taboo, but I’m personally in a union, for scientists and engineers, and I would recommend people in USA to start considering thinking about perhaps potentially slowly improving their rights.
I’m not a lawyer, but I have a vague idea about my rights and firing people to hire them as contractors instead is illegal in both jurisdictions I know, France and Norway. Firing people to hire contractors instead is risky because you need a reason to fire people. The reason could be economical, but one could easily argue in court that if the company is hiring contractors instead, well, it was not the real reason. Th…
Well if you are desperate for the job then go for it and just work bare minimum needed to keep your job. Don't go extra mile. enjoy some good family time. keep looking outside and dump them without notice once you get a better job.