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Contract Employee's Newsletter
Helping Contract Professionals
Manage Their Careers
December 01, 2001
Edited by James R. Ziegler
A Companion to:
The Contract
Employee's Handbook
www.cehandbook.com
Sponsored by:
P.A.C.E. - Professional
Association for Contract Employment
www.pacepros.com
About The Contract Employee's Newsletter
The Contract Employee's Newsletter is a free e-mail publication
for technical and professional contractors containing news, commentary,
tips, links to useful resources, nuggets of wisdom submitted by
readers, and anything else that seems appropriate at the time. The
CENewsletter is distributed bimonthly or whenever issues warrant.
The subscriber list is confidential and will not be disclosed outside
this organization.
In This Issue
Read recent
issues of The Contract Employee's Newsletter.
Suggest A
Topic For The Newsletter
Ideas Anyone?
We continue to receive excellent suggestions for future newsletter
topics. Thank you.
Keep sending in your ideas and suggestions. Chances are, if a topic
interests you as a Contract Professional it will certainly interest
the majority of our readers.
Guest Appearances
Do you have a marketing tactic that works well for you, or
a true story of agency madness? Maybe a short piece on a topic of
general interest to Contract Professionals?
We can't pay you, but I'll make sure that everyone who reads the
Contract Employee's Newsletter knows who you are and what you do.
I'll cite your name, your e-mail address, and a link to your website.
It can't hurt, and, who knows, it might help your consulting career.
Mail your suggestions to suggestion@pacepros.com.
Return to Table of Contents.
Marketing Tips
Finding The Hidden Client In Agency Job Postings
Searching for contract positions in online job boards can be frustrating,
especially when the projects you want to apply for are all posted
by predatory recruiting firms.
How can you track down the original company posting so that you
can contact the company directly? Here is a nifty way to do just
that.
When recruiting firms post a job description they invariably use
the same description that is posted on the client's own web site.
Use this fact to find the original job description online. The method
described below is not perfect, but it works well enough -- in some
cases it works 80% of the time. Moreover, the method may uncover
additional job descriptions posted by other companies in the same
geographic area.
Below is a job description posted by an agency on Dice.com.
Title: Senior Software Engineer 408
Skills: C, C++, VB, Windows NT, UML,
real time, machine vision
Date Posted: 11/06/01
Location: San Jose 408, CA
Area code: 408
Tax Term: Full time
Pay: Up to $105K DOE
Length: Permanent
Skills Required: C, C++, VB, Windows
NT, UML, real time, machine vision, image processing
We are looking for a Senior Software Engineer to help architect,
design, and develop control systems and application software for
the company.
Qualified applicants must have 10+ years of software development,
5 of which should be in C/C++, or VB. Must have experience in
real time embedded software. Experience controlling robotics,
machine vision, and image processing also required. Candidate
must also have a background in OOA, OOD (UML). Experience in semiconductor
industry required, along with a real time operating system.
I pasted the text string <C, C++, VB, Windows NT, UML, real
time, machine vision, image processing "San Jose">
into the search window at Google.com.
I like Google, but any good search engine will do. The text string
consists of the "Skills Required" list plus the city where
the job is located. Take care to select a unique text string exactly
as it appears in the job description.
The second link in the search results was a job description for
a for a Senior Software Engineer at a company called Electroglass,
in San Jose. Here is the Electroglass job description:
TITLE:
Senior Software Engineer
RESPONSIBILITIES:
In this position, you will play a significant role in the architecture,
design & development of control systems and application software
for the company’s semiconductor wafer probers. You will work
with, and sometimes lead, teams of top software, electrical, and
mechanical engineers on challenging, critical projects and assist
in architecting and implementing a framework for future software
platforms. You will also interact on a regular basis with other
key company personnel, particularly in Marketing, Sales, and Customer
Support, and will also have some interaction with company customers.
Duties include analysis, architecture (systems & software),
design, implementation, test planning, documentation, tools &
infrastructure support, integration, project planning, and scheduling.
QUALIFICATIONS:
- 10+ years experience in software development, including 5+
years of C, C++, or VB
- Experience developing real-time embedded software
- Hands-on Project leadership experience
- Experience controlling robotics
- Image processing or machine vision experience
- Semiconductor equipment background
- Experience using Object-Oriented Analysis & Design methodologies,
particularly UML.
- Experience leading cross-functional (hardware & software)
teams
- Experience with a real-time operating system
- Experience with the internals of Microsoft Windows NT and
developing applications in the NT environment
Can there be any doubt that these two job descriptions are for
the same position?
Now all you have to do is call this company directly and ask to
speak with the project manager in charge of "architecture,
design & development of control systems and application software
for [Electroglass's] semiconductor wafer probers". You
should have no difficulty setting up an interview.
Notice that the agency job description states:
Tax Term: Full time
Pay: Up to $105K DOE
Length: Permanent
Don't worry about the full-time permanent classification.
Chances are that the project manager will hire a Contract Professional
if a good one is available. Especially, if it means not having to
pay the agency's finder's fee for locating a full time employee,
which is usually 25% or 30% of the first year's salary. And, here
is another point to consider, any company that is hiring a Senior
Software Engineer probably needs one or more contractors to fill
out the development team. That person could be you.
Notice also that the stated salary range is Up to $105K Depending
on Experience. Use the divide-by-1000 rule of thumb to set your
minimum billing rate at $105 per hour. That way you will be assured
of netting at least as much as a salaried employee earning $105,000
per year.
Go get 'em tiger!
Return to Table of Contents.
Ask Dungaree Dan
Client Wants To Switch Work Schedules. Is This Legal?
Q: Dear Dan -- The client (i.e., "end-user")
for whom a contractor friend of mine works has decided to switch
the hourly schedules of its entire temporary staff without any prior
consultation with the contractors or their agencies. Somehow this
does not sound legal. Any ideas or advice? -- Signed: A Righteous
Friend
A: Dear Righteous -- Not only is it legal for an
employer to reassign or terminate its contingent workers, but it
is also legal for an employer to reassign or terminate its regular
employees.
Employees do not have an inherent right to employment, and contractors
do not have an inherent right to work on contract assignments. The
right to gainful employment is neither a government entitlement
like Social Security and Unemployment Insurance, nor is it an American
tradition like the right to life, liberty, and the pursuit of happiness.
Contingent workers work under conditions defined by a contract
with the client. That contract is between an independent contractor
and the client, or between an employer of record and the client.
Unless the contract specifically addresses a particular issue, there
is no basis in law to dictate one course of action over another.
In such cases disputes are settled in court or by arbitration.
If contingent workers (temps) are employees of a temp agency they
are undoubtedly covered by a state "at-will" law. Below
is an excerpt from Appendix
B: Glossary of Terms for Contract Professionals of The
Contract Employee's Handbook.
At-will employment
At-will employment is an employment relationship in which both
the employer and the employee have the right to terminate the
employment relationship at any time, for any reason, and without
prejudice. Nevertheless, employers may not fire employees in a
way that discriminates illegally, violates public policy, or conflicts
with written or implied promises that the employer made concerning
the length of employment or grounds for termination. The statutory
definition and enforcement of at-will employment varies from state
to state. In practice, virtually every aspect of employment (not
just termination) is "at-will."
Independent contractor relationships are seldom at will unless
specified as such in a contract between the independent contractor
and the client. This distinction is one of the common law factors
that the IRS weighs in determining the employment status of individual
workers.
Workers compete among themselves for a limited number of positions,
and they compete by demonstrating their value (wage versus performance)
to their employer. Part of that value might be a willingness to
work an unpopular shift.
Similarly, employers must compete among themselves for talented
workers (both employees and contractors), and they compete by offering
competitive wages and working conditions, including acceptable working
hours.
The competitive marketplace, not the law, determines whether it
is appropriate for an employer to reassign or terminate one worker
or an entire workforce.
Generally, when one party to an agreement wants to change an agreement
they offer a "consideration" to the other party to enhance
their competitiveness. An employee or contract worker who wants
to work a flexible shift (for example, telecommute) might offer
to work for lower pay. An employer who wants a worker to work an
unpopular shift might offer higher pay. Our free market system will
determine if and how much consideration is offered, and by whom.
-- Signed: Dungaree Dan
Questions for Dungaree Dan
Send your questions about contract employment to Ask
Dungaree Dan. We will try to answer all of your questions, and
we will publish the most interesting ones in The Contract Employee's
Newsletter.
Return to Table of Contents.
Resources
Getting The Skinny On Prospective Clients
As a vendor of contract services it is imperative that you know
as much as possible about your prospective clients before you contact
them. Client companies will buy first from vendors who understand
the companies' applications, products, services, and corporate culture,
as well as the company's position in the competitive marketplace.
The more you know about a company the better you can tailor your
presentation to the company's wants and needs.
It is not enough to read a company's website. Company websites
are full of self-serving corporate propaganda and positive PR. You
have to dig deeper if you want to learn about a company's financial
standing, prospects for growth, corporate initiatives, new products,
legal problems, lawsuits, mergers and acquisitions, strategic partner
alliances, credit worthiness, insider trading, dirty laundry, and
other corporate intelligence.
Also, don't forget to check out the client's competitors and partners.
Hiring authorities are more likely to interview and hire someone
who demonstrates a thorough understanding of the company and its
competitors, especially if you know some of the key players in the
marketplace.
Here are some resources, including Securities and Exchange Commission
filings, business directories, and news sources, that you can use
to learn whatever you need to know about most companies.
Search Engines
My favorite search engine is Google,
www.Google.com/,
but Northern Light, www.NorthernLight.com/
is also an excellent search engine for conducting research. Enter
the company's name as a keyword. The object of this exercise is
to locate sites that discuss the company. You will find a list of
search engines and search engine directories in The
Contract Employee's Handbook, Appendix
A: Resources for Contract Professionals, under the heading "Search
Engines and Tools."
I downloaded the Google Toolbar to my browser from the download
link at the bottom of the Google home page. Now I just enter the
keywords in my browser's toolbar and I'm instantly in Google. Let's
say I am in a company's website. I can click on Page Info
=> Similar Pages in the Google Toolbar, and Google returns
a list of similar websites, including many of the company's competitors.
I can click on Page Info => Backward Links, and
Google returns a list of pages that link to the company's website.
These pages might contain articles about the company, product reviews,
links to user groups, and other useful background information.
To find more resources enter keywords like <directory company
research> and other clever combinations to uncover a virtually
unlimited amount of information. Add the company name to the list
of keywords to narrow down your results.
Bulletin Boards
Lurking or participating in bulletin boards (message boards, discussion
forums, etc.) devoted to specific companies can be great fun, and
an excellent source of gossip, dirt, and insider information. Try
out the message boards frequented by stock market investors at sites
like The Motley Fool, http://boards.fool.com/,
and the Raging Bull Message Board, http://ragingbull.lycos.com/.
Quintessential Careers Guide to Researching
Companies
www.quintcareers.com/researching_companies.html
This page contains an extensive list of directories and resources
for researching companies. While you are in the Quintessential Careers
site browse the site for additional career resources organized in
more than 1000 pages of targeted content.
Researching Companies on the Internet -- A
Tutorial
home.sprintmail.com/~debflanagan/
This tutorial, prepared by Debbie Flanagan of Fort Lauderdale, FL
presents a step-by-step process for finding free company and industry
info on the Web.
Vault
www.vault.com/
Vault provides insider reports on thousands of companies. Includes
Insider guides, company profiles, message boards, firm rankings,
and industry-specific job boards.
Edgar Database of Corporate Information
www.sec.gov/
The EDGAR Database contains electronic versions of documents filed
with the U.S. Securities and Exchange Commission. All publicly traded
domestic companies must file detailed annual reports (FORM 10-K),
quarterly reports (FORM 10-Q), and various additional reports with
the SEC. Reports are posted on the SEC website in the EDGAR database
and are accessible to the general public. Click Filings & Forms
(EDGAR) => Search for Company Filings => Search the EDGAR
Archives. Finally, enter the company name in the search window.
These reports must by law reveal everything and anything about a
company that might affect the value of the reporting company's stock.
Consequently, they tend to be brutally honest.
About
www.About.com/
This is one of my favorite sites for researching just about anything.
Enter <information about companies> into the search window
and About.com will take you to a meta list of directories and portals
for all sorts of information about companies.
FlipDog Resource Center: Seeker Resources
www.flipdog.com/corp/resourceCenter.html
This page contains links to the major company research directories.
Enter a company's name in the search window to locate corporate
profiles and websites of companies in FlipDog's database.
The Virtual Job Club: Your Guide to Succeeding
On the Job Search -- Company Research
careerplanning.about.com/library/weekly/aa053198.htm
A good introduction to the various sources of information about
companies.
NewsLink
www.newslink.org/
This site for journalists indexes thousands of newspapers, magazines,
Radio/TV, and additional resources. Search media databases for articles
on specific companies.
Bizjournals.com
www.bizjournals.com/
Search for articles with a local slant to corporate news. Search
for all articles within specific industries, or search the archives
of 46 local industry journals for local news about specific companies.
Corporate Information
www.corporateinformation.com/
This versatile site has a search function that lets you search over
350,000 company profiles by company or by state. You can research
companies, industries and economic information in over 100 countries,
obtain research reports, and browse business news stories from around
the world.
1jump
www.1jump.com/
1jump is a downloadable software application that costs $19.95 per
30 days. A small price to pay for a tool with so much potential.
The homepage says it all: "Advanced Company Intelligence for
Intelligent Companies. 1,000,000+ selected global companies, public
and private. 33 possible types of business info for each. 29 proprietary
search methods. 17,000 company international Country Browser. 1,200,000
organization Nonprofit Directory. 6,000 category Interactive Business
Directory. Full access to our other vertical directories. Over 1
million corporate e-mail addresses. 1 powerful tool! (and no ads!)."
Dun and Bradstreet
www.dnb.com/
Basic company briefs for free; detailed info for a fee. Information
on 150,000 companies. Requires you to know the first part of the
company name. If you register (it's free) you can see annual sales,
employee numbers, trade names, parents, etc.
Thomas Register
www.thomasregister.com/
ThomasRegister.com is the world’s leading resource for information
on industrial products and services. Their comprehensive website
offers: More than 170,000 manufacturers with extensive company and
product information; Secure online ordering and RFQ’s for thousands
of manufacturers; Millions of downloadable CAD drawings; Thousands
of online catalogs and links to company websites; Search by product,
company or brand name.
PR Newswire
prnewswire.com/
Enter a company name in the search window and get a list of recent
press releases from that company.
A little sleuthing will uncover many more directories and resources.
Remember, you don't have a lot of time for aimless browsing. Keep
your company research focused and on track. Print the good stuff
and put it in a manila file labeled with the company's name for
future reference. Next, repeat the same exercise with another company.
Most cover letters say something like:
"I am applying for the position of blah blah blah. My skills
are an excellent match for the job description posted in Monster.com,"
or
"My objective is to excel at blah blah blah while demonstrating
my ability to learn new skills and adapt to new environments."
Imagine the impact of a cover letter to the project manager that
demonstrates in the first paragraph that you care enough
about helping the company to have researched the company's goals,
corporate environment, competitive environment, and financial outlook.
The purpose of your cover letter and proposal is to make you known
within the company as a valuable resource, not just another faceless
stranger among hundreds of other faceless strangers with similar
skillsets. Your proposal is your opportunity to show that you have
a clear understanding of the company, and to demonstrate how your
skills will benefit the company in specific ways. To this end, thorough
research is key.
Return to Table of Contents.
Contract Employee's
Glossary
Terminology For Contract Professionals
More terms from Appendix
B: Glossary of Terms for Contract Professionals of The
Contract Employee's Handbook.
Business form
Typically this means the tax filing status of a business. The primary
business forms are Sole Proprietorship, Partnership, Limited Liability
Company, and Corporation.
Business insurance
Business insurance is one way that businesses manage risk. Common
examples for contract workers are general liability (GL) insurance,
and professional liability insurance, also called errors and omissions
(E&O). Client companies generally require that an independent
contractor carry GL insurance to protect the client against damage
to persons or property caused by the independent contractor. Clients
may also require that independent contractors show proof of E&O
coverage. E&O covers financial losses to the client’s business
caused by the independent contractor’s negligence or incompetence.
Contract employees are always covered by their employer’s business
insurance. The high cost of business insurance is one reason why
many contractors choose to work through an employer of record instead
of working as an independent contractor.
Business license
Most local communities require that businesses obtain a business
license if they maintain a business presence in the community. Business
licenses provide a registry of local businesses, and a source of
revenue to local governments. Banks usually require a business license
before they will open a business account.
Business-to-business contract
A contract between a vendor and a client is a business-to-business
contract. Examples of business-to-business contracts are independent
contractor agreements, 1099 contracts, and corp-to-corp contracts.
Bylaws
Bylaws are the rules adopted by an organization, chiefly for the
government of its members and the regulation of its internal affairs.
The bylaws of a corporation are adopted by the shareholders of a
for-profit corporation or the board of directors of a nonprofit
corporation. Bylaws establish procedures for holding meetings and
electing the corporation’s officers and members of the board.
Bylaws also establish the duties and powers of the corporation’s
officers.
Return to Table of Contents.
Strategic Alliances
Learn How To Use The Internet To Locate Contract
Assignments
Sign-up now for this upcoming 2-hour Webinar!
Tuesday December 18: 11:30 am PST, 1:30
pm CST, 2:30 pm EST.
It’s easy to attend! All you need is an Internet connection
and a telephone!
You will learn how to:
- Write your resume for the Internet
- Conduct Internet research to build better networking opportunities
- Find the best places to search for projects and the key starting
points
- Set up your e-mail to manage the process more efficiently
- Research companies more effectively
- Present yourself most effectively to hiring authorities
- Market your consulting services with confidence
Through an alliance with the Tiburon
Group, experts in e-recruiting, P.A.C.E. is able to offer all
P.A.C.E. members and friends an opportunity to attend a special
web-based seminar designed specifically for the needs of Contract
Professionals.
Tiburon Group, has taught hundreds of corporate recruiters how
to use the Internet most effectively to recruit top talent. Tiburon
has trained: Schering-Plough, Goldman Sachs, Booz Allen, Lockheed
Martin, Raytheon, Nationwide Insurance, Arthur Andersen, BBDO Advertising
and more in e-recruiting best practices.
Now, in an effort to help “Get America
Back To Work” Tiburon Group is turning the tables
by offering similar training to Contract Professionals through an
innovative web-based seminar.
P.A.C.E. has negotiated a savings of over 33% off Tiburon Group's
traditional webinar fees.
Webinar Fee: $85 per person. Payable by credit card or check.
Participation in this webinar is limited to
only 28 attendees, so be sure to sign up right away. We need
at least 10 attendees to lock in the class.
For more information and to register contact:
Eric Silverman
E-mail: Eric@tiburongroup.com
Phone: (773) 907-8330 ext. 650
or
Karen Osofsky
E-mail: Karen@tiburongroup.com
Phone: (773) 907-8330 ext. 502
Return to Table of Contents.
P.A.C.E. News
P.A.C.E. Business Cards
As a P.A.C.E. Division Manager you may elect to have your P.A.C.E.
division purchase business cards imprinted with your personal contact
information.
P.A.C.E. Business Cards project a corporate image to prospective
clients, and reinforce your association with P.A.C.E. In this regard,
they are excellent marketing tools.
Two Choices
You may select from two types of business cards:
- Printed business card: 250 for $27.50,
including shipping and handling
- E-business card: $4.00 per month.
View an example of
the P.A.C.E. e-business card.
Printed business cards are printed on standard card stock. They
look like the card in the example.
The e-business card provides a contact center where P.A.C.E. Division
Managers can list their resume, portfolio, and other pertinent marketing
materials. It is also a convenient file transfer site and "neutral"
parking space to review and edit shared documents with clients and
coworkers. The e-business card is powered by Exyst.com.
You may purchase either or both versions of the P.A.C.E. business
card.
Features of the e-business card
The P.A.C.E. e-business card comes with the following features:
- An e-business card web page displaying your name, job role,
address, phone numbers and e-mail address.
- Space for a digital photo.
- Built-in easy-to-use navigation buttons.
- Expandable folders that can include any web page on the Internet
or files you have uploaded.
- 5 megabytes of file space, expandable to meet the most demanding
needs.
- A vCard for your e-mail signature that looks like your P.A.C.E.
business card, that allows visitors to add your contact information
to their address book with a click.
- An e-mail link to your P.A.C.E. e-business card.
- Additional information, including:
- A map and driving directions.
- Weather information for out-of-town visitors.
- Yellow pages to look up local accommodations and other services
for visitors.
One Month Free
Purchase 250 printed business cards, and we will give you 1 month's
free use of the P.A.C.E. e-business card. Try it out. Notify your
Division Administrator if you don't want to keep it, and we will
cancel the account.
P.A.C.E. is a Win - Win - Win - Win Solution for Downsized Employees,
Contract Employees, Independent Contractors, and Client Companies.
Check out P.A.C.E.
for the best benefits package available to ANY employee in ANY company
in the USA.
Return to Table of Contents.
Contract Employee's
Handbook
The Highest Paying Job You Will Ever Have
Unemployment does not mean you are not working. In fact, when you
are unemployed your full time job is landing your next assignment.
The scenario that follows illustrates how landing your next assignment
can be the highest paying job you will ever have.
Jack called his recruiter as soon as he heard his contract was
coming to an end. Jack's recruiter sprang to action, quickly setting
up an interview with a client company. Jack aced the interview.
The recruiter was ecstatic. Not only would Jack have no down time,
but also he was able to keep Jack's pay rate at a low $35/hour,
exactly what Jack was used to earning. And best of all, trilled
the recruiter, the commute was only 45 minutes each way.
Unfortunately, the recruiter was unaware that Jack had recently
met Dungaree Dan who had taught Jack to ask The Big Question. Jack
asked his recruiter what was the billing rate for the new assignment.
The recruiter was horrified that Jack would even dare to ask such
a forbidden question. So Jack called the hiring authority with whom
he had interviewed. He explained he needed to know the billing rate
so he could effectively negotiate a fair rate of pay with his agency.
Jack let the manager know that the agency was offering him $35/hour
which seemed a bit low. The manager agreed, and revealed that the
agency was billing $85/hour.
Jack called his agency and confronted the recruiter. The recruiter
was appalled by Jack's brazen act of treason. Jack, he sniffed,
could no longer be trusted. He would have to seek another, more
trustworthy, candidate for the assignment. Jack, he explained, was
henceforth persona non grata.
Jack was pleased to learn what he was actually worth, and he resolved
to land his next contract on his own. Jack worked hard at his new
"assignment". He followed exactly the methods he learned
from Dungaree Dan. The hard work paid off. The search took four
weeks, and Jack landed a one-year contract just fifteen minutes
from home. Best of all, the billing rate was $85/hour. The company
recommended a few pass through agencies from its list of approved
vendors. Jack selected P.A.C.E. because it had the best benefits
package, and P.A.C.E. only charged 5% plus the employer's share
of payroll taxes. By using P.A.C.E. as his employer of record, Jack
would earn over $70/hour.
In just four weeks of concentrated effort Jack increased his gross
annual income by $70,000. Computed over four weeks, that comes to
about $450/hour.
Of course, every situation is different, and your experience may
differ from that described above. But any way you look at it, landing
your own next assignment can be the highest paying job you will
ever have.
Read more about technical and professional contracting in The
Contract Employee's Handbook.
Return to Table of Contents.
Contract Employee's
Workshop
January 26, 2002 in Santa Clara, CA
We have pushed back the date for the first all-day Saturday Workshop.
The first CEWorkshop will take place on January 26, 2002 in the
city of Santa Clara in the heart of Silicon Valley. Price of admission
is $50 in advance or $65 at the door. I will announce specifics
in the next newsletter.
Participants will leave the workshop with a solid understanding
of how the technical and professional contracting industry works.
Agency contractors will learn how to increase their earnings by
30% to 50% on their very next contract assignment. The workshop
will cover how to set your billing rate for maximum earnings, and
how to market your consulting services directly to client companies.
The handouts alone are worth the cost of admission.
After the initial shakedown I'll take the workshop on the road
to those cities across the US that express the greatest interest
in The Contract Employee's Workshop. So far, Seattle and Austin
are looking good.
I'm open to suggestions. E-mail your ideas and suggestions to Workshop@pacepros.com
Return to Table of Contents.
The Contract Employee's
Project
The Contract Employee's Project is the larger context under which
the following interrelated vehicles operate to promote and defend
the interests of Contract Professionals:
Copyright and
Publication Info
Copyright (c) 2001, James R. Ziegler. All rights reserved.
You may copy or forward this free publication provided it is left
intact with all links and this notice unchanged. Any unauthorized
duplication, including republication in part or in full for commercial
use, is an infringement of copyright.
Published by:
P.A.C.E. - Professional Association for Contract Employment
1355 Willow Way, Suite 244
Concord, CA 94520
USA
http://www.pacepros.com/
Editor:
James R. Ziegler, Ph.D.
Executive Director
P.A.C.E. -- Professional Association for Contract Employment
(925) 680-0200
ziegler@pacepros.com
Return to Table of Contents.
Disclaimer
The Contract Employee's Newsletter is designed to provide information
in regard to the subject matter covered. Use is granted with the
understanding that the publisher and authors are not engaged in
rendering legal or financial advice. If expert assistance is required
you should seek the services of a competent professional.
The purpose of this information is to educate and entertain. The
publisher and contributors shall have neither liability nor responsibility
to any person or entity with respect to any loss or damage caused,
or alleged to be caused, directly or indirectly, by the information
contained in this Newsletter or by information contained in any
web site or resource referenced by citation or hypertext link within
the pages of this Newsletter.
Return to Table of Contents.
Subscribe to The Contract
Employee's Newsletter
The Contract Employee's
Newsletter: Sign Up Now! Useful News & Updates
Return to Table of Contents.
Sign-off
I hope you have found the information in this newsletter to be
interesting, informative, and provocative. I encourage you to share
the CENewsletter with your friends, colleagues, coworkers, clients,
and agency recruiters.
Why clients? Because you need every ally you can get. Why agency
recruiters? Because they need to know the jig is up.
Wishing you success in your contracting career,
James R. Ziegler, Ph.D.
Executive Director
P.A.C.E. -- Professional Association for Contract Employment
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