Gapingvoid Culture Design Group’s Post

Personally I believe employment law needs to be adjusted when I hear of folks who were hired for all remote roles losing their jobs because now the employer wants them in the office. I think there should be mandatory extended severance and benefits for those people. This would not necessarily include those who once went to the office then when the company transitioned to remote work moved away. Just folks who took the job because it was a remote role. Just my opinion.

Discover how some remote workers are secretly outsourcing their jobs to climb the career ladder while enjoying extra free time. 📈💻 - 💼 Outsourcing tasks to freelancers without employers knowing - 🖥️ Managing multiple remote jobs simultaneously - 📱💻 Using different devices to avoid detection - 🤫 Not updating LinkedIn profiles to keep activities hidden - 💵 Earning significantly more and boosting financial goals #RemoteWork #CareerHack #Productivity - ⚠️ Secretly outsourcing tasks can lead to reduced productivity for employers - 🛡️ Employers should implement strict policies to mitigate risks - 📅 Managing multiple calendars helps avoid scheduling conflicts - ⚖️ Ethical concerns arise from potential conflicts of interest - 🌟 Overemployment can provide a path to financial freedom and early retirement The shadowy new way employees are cheating their way to the top https://lnkd.in/gMCTEi52

Which do you want to be, employee or contractor? What is important to you? Perceived stability? 🏡 A structured career path that you may have little control over? 🎇 Your choice of professional development? 👨💻 👩💻 Autonomy and independence? 🆓 Higher pay and the possibility of multiple jobs? 💰 Longer holidays / downtime? 🌅 Employee benefits? 🎁 This is a very brief video explaining a few of the reasons why you might choose to become a technology contractor or an employee. There are lots of other reasons why we choose to take a permanent job rather than a contract position and vice versa. As we seem to be in a period of change I thought i'd explore this subject a little bit more. I'd love to hear your stories about why you chose to contract / become an employee? Here are some useful links : Contracting vs Permanent Employment - A Comprehensive Guide https://lnkd.in/ebmC4uDT. Differences between an independent contractor vs. employee. https://lnkd.in/e2CQJjXz. Employing Contractors: Essential UK laws in 2024 - Startups.co.uk. https://lnkd.in/eYZhT-mY. Contractor vs Employee - What's the Difference? | Online Guide https://lnkd.in/enKP_Z82. #ContractorLife #TechContractor #CareerAutonomy #ITSpecialist #ContractorBenefits #ProfessionalDevelopment #WorkLifeBalance #StabilityMyth #ContractorVsEmployee #HybridCloudExpert

"I have 5 jobs that all pay between $130-$200/hr. It’s possible because all the managers are brain dead, and every task is automated by a few triggers from emails."   Interesting article here by the ABC about the culture of "overemployment" or "polyworking" where individuals work multiple jobs simultaneously without their employer's knowledge. This trend has been supercharged by the pandemic and remote work which have thrown many elements of the traditional contract between employers and employees into disarray.   We have been undertaking an increased number of investigations in this space. Not just in the tech industry (which this article highlights) but also in traditional corporate roles as well - across government, commercial and not-for-profit entities. In one recent matter, an employee held 4 to 5 roles at the same time for years without detection!   While some of these investigations are the stories of the unsophisticated and the sloppy – there’s no way of knowing exactly how many people are managing to pull it off successfully.   https://lnkd.in/gjiVPWcY

A recent story from Business Insider suggests there's a rising amount of work that gets outsourced by FTEs. While relevant for the remote work debate, it really shows how dire the situation is in the workplace. The story begins by recounting the life of Remi, a recent college graduate, who never planned on outsourcing her job. It happened almost by accident. Starting her career at a Chicago publishing company, she quickly found the work uninspiring and the office dynamics challenging. The pandemic changed the landscape of her job, providing a break from in-office interactions but not reducing her workload. Seeking help, she turned to her boyfriend, a STEM major, and later to a childhood friend who needed money. This marked her unintentional entry into the world of shadow stand-ins—workers secretly outsourcing their jobs. “I’d give soft corrections on how I would like the work to be done, and they would be a little defensive about it, or wouldn’t take the note,” Remi recalls about the friend she hired for $100 per book. The story argues - although I am not sure the empirical incidence of this phenomena - that workers like Remi are turning to outsourcing, facilitated by global networks and ubiquitous software tools. Platforms like Fiverr, Upwork, Facebook, and Telegram are hotbeds for connecting workers with shadow stand-ins. Kevin, an American Java developer, manages to juggle three jobs from Southeast Asia by hiring local "virtual assistants" to do most of his technical work. "I’m making three American incomes, but I’m paying Filipino rates to live," he said. Even though some view outsourcing work as unethical, others see it differently. “I don't believe somebody hires me for my time. They hire me to get results for them,” says Andrew, a consultant in Colorado who has outsourced work to freelancers and family members. The rise of this pattern is in large part a reflection how there's been a confrontation between employees and employers in most organizations. Many employees don't like their jobs, and many employers don't care or want to do the hard work to overcome the structural challenges. Remote work might be fuel in already bad situations, but cannot be scapegoated as the main reason for the breakdown. There must be a revitalization of the entrepreneurial spirit where both employees and employers work together to create value. #remotework #employeengagement #outsourcing https://lnkd.in/emdJhXMt

Some food for thought. As we are in the middle of this "Great Burn Out" it would be wise to Union up (If you feel that Unions are "Bad" then dismantle the Cop one before trying to stop any others from occurring. If you don't want to do that then Support Unions as you should or step aside). We have passed the point of not being heard and need Modern Solutions for Modern Problems. No individual should have to work 4 jobs to live, slaving away, while it is okay to collect Millions and/or Billions AND lay people off. Laying people off destroys live, and we are eventually going to have to come to a head on it. Money Trickles up and not down. Our current status within the US as those not on the top percentage have proven that "Trickle Down" was a farce. Ford, as in Ford Motors Founder, understood this and paid people what they were worth for working the assembly line. Also, jobs are on a Pay scale 20-30 years out of date. I.e 30k could Support a family of 4 in the 90s/00s. I see job postings at 30k in 2024, that is absurd and an outright insult to any and all Candidates, Pay people what they are worth (all not just FTE). If you want someone with experience then you MUST poney up, 6 figures or better and scale up with degrees and certificates. Without the Employees you have no Company to run. Much less any leadership that can actually do most of the work their employees performed. Throwing in Remote work. We are in a Modern age where a majority of jobs that require a computer can be performed anywhere there is internet. Discounting Remote workers drastically reduces your Talent Pool. Also, implying that you do not trust your employees. Given the case nobody should trust any employer that does not Support Remote work where applicable. The time will pass you by, and company's left in the dust, then fading out eventually. Makes me remember "The internet is just going to be a fad" one CEO said in the late 90s at a Conference I believe, could be wrong. Another obvious example is Block Buster, whom did not change with the times and now have but 1 lonely store. Lastly, Briefly implied earlier for Internships do not accept any where you work for Free. That is unethical to say the least and shows you do not value any potential in the individual. You do the work, you get the pay. Therefore doing a majority of the work means you get most of the pay (consultation as an example, Consultants do the hard work they get to collect the Majority). Waiting on that other shoe to drop. My concern is collapse and upcoming lay offs due to AI (Any processing job is at Risk: AP, AR, HR, etc.).

I once met a Founder who, with great self-awareness, only hired to fill gaps in their knowledge. For instance they hired a talented CFO to help them build the operating framework of their startup as it scaled. It’s great foresight, yet there are also more practical aspects to hiring, and that’s navigating the complexities of legal and compliance. Here are five key considerations you should keep in mind: 1️⃣ Right to Work Checks: For international remote employees, you need to verify if they have the necessary work permissions in their respective countries. You will also need to check how hiring in a different country affects your obligations under employment laws. It can be fairly complex and this is why EOR (Employee record solutions) platforms are so popular (if costly). 2️⃣ Get good contracts that will protect both your team members and your business. Internet templates are a good start, yet they’re usually full of gaps. It's also important to consider the local legal requirements of where the remote worker is based. 3️⃣ Data Protection: Adhere to the UK’s data protection laws and ensure that personal data of employees is collected, processed, and stored correctly. It’s also worth thinking about the transfer of employee data across borders if necessary. 4️⃣ Tax Obligations: Understand the tax implications of hiring an international workforce. This includes determining whether you need to establish a legal entity in the employee's country of residence, how & who handles payroll and taxes. In some countries, an EOR is the best way to hire talent due to the level of compliance required. 5️⃣ Employment Rights and Benefits: Familiarise yourself with the employment rights and benefits. What’s the minimum wage? Or even better, what’s the living wage? Holidays, parental leave… As before, for international remote employees, you also need to consider the local labour laws of the employee's country. Hiring people as contractor is something that done, yet it’s good to check what are the requirements and risks for your business. It can become quite the rabbit hole, yet it could cost your business a lot more than hiring a specialist to help you answer those questions ahead of hiring. #startup #founders #peopleops #scaleup #culture #peoplefirst #peoplestrategy #hiring #compliance

💡 "Think we'll need to deal with relocation?" A question that pops up like clockwork in our chats. Thanks to COVID, the whole relocation scene got a good shake, like a snow globe unveiling new patterns. So, here's the scoop from recent placement: Business development folks and finance wizards? They're killing it in remote roles, except for the VP bigwigs (still at corp). Controllers are still staying on-site--with way more hybrid, while operation leaders are the most likely to pick up and move. Now let's talk about this cool thing called "Salary Arbitrage." It's like a secret weapon when you go beyond the usual borders to snag talent. Finding a savvy FPA whiz in St. Louis for under $150k? Way easier than the Bay Area hustle. But, and there's always a but, in this new landscape, you need some serious foresight. Sneaky tax implications have played deal-breaker, and those last-minute rejections from the Tax department? Not exactly rare. Navigating this gig requires some fancy footwork in the fiscal landscape for smooth sailings. So, as we ride the wave of this new talent era, let's chat about the nitty-gritty of remote work dynamics. Join the convo on tweaking strategies for a workforce that's not just resilient but also pretty darn adaptive. 🌐💬 #RemoteRealities #TalentTalk #RemoteWorkWins #relocation #salarytrends

"Hire fast. Fire faster." Here is how. Do you know that feeling, where you just know, your employee isn't there anymore? I mean he or she are there, drinking coffee and answering emails, but they are not really there, their focus is already else where. They are sending a message for you, and for everyone around them, that they just don't care anymore. And that's contagious, this will become the new norm of the office, and can kill the company from the inside, if you won't do something. FAST. 1. Don't avoid that, ask him or her, to come for your office for a talk, and ask this: "What's on your mind?" That question will leave everything open for them to share. 2. If they keep playing like everything is cool, ask: "How can I help?" The idea is basically to tackle it first in a positive way, and not to confront them. 3. Then lead to "What's wrong? I see you're not as always lately". Then if you know they are looking to quite, do them a favour, and help them do that, tell them if one day they feel like they want to do something else, you'd be more than happy to recommend about them or support them on the new chapter. This is like the "8 Mile" scene, where Eminem, tells about himself everything the other rapper can say about him and by that he disarm him. So once you disarm the power of the elephant in the room, you become the leader again of that situation. And if they really want to quite, they will come the next day, and tell you, that "they though about our conversation, and would like to do something else" This would be the good scenario of dealing with that in a positive way for the company, for the team, for them, and for you. Write in the comment if you have more hiring or firing tips and stories

While overemployment may sound difficult and potentially hazardous if caught, the fact is any remote worker can do it successfully with the right approach and commitment. In this article, we’ll discuss: > What is overemployment? > How to be overemployed > How being overemployed can get you to financial freedom faster