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Ooooh, so you now have issues with the NEW employer too, eh?
Like I said, this is a you issue, not an everybody else issue. You have problems with authority and being told what to do. You should start your own business where people are free to come and go as they please. Good luck enforcing that and, hey, the paperwork/payroll involved. All this "money saved" would go to your payroll vendor trying to figure out who is on this ridiculous unpaid leave because they got their work done early. Oh and LOL, this seriously ranks up there with one of the more ridiculous "ideas" I've read on this particular thread and I've read many.
It seems like the payroll should be one of the easier things to automate since the rules don't really change much and unpaid time off would simply be one more capability. If I have my own LLC at some point, I will definitely ask a few payroll companies what the cost of such an arrangement would be (but this has not happened yet.)
If I turned into an independent contractor, I would simply do the payroll part myself since it's really just managing money and a bit of recordkeeping, which I already do in my personal life. If I needed time to do it, I could take unpaid leave (or flex my hours, if there was enough work to do) to deal with it.
Definitely something I'll be thinking about going forward.
It seems like the payroll should be one of the easier things to automate since the rules don't really change much and unpaid time off would simply be one more capability. If I have my own LLC at some point, I will definitely ask a few payroll companies what the cost of such an arrangement would be (but this has not happened yet.)
If I turned into an independent contractor, I would simply do the payroll part myself since it's really just managing money and a bit of recordkeeping, which I already do in my personal life. If I needed time to do it, I could take unpaid leave (or flex my hours, if there was enough work to do) to deal with it.
Definitely something I'll be thinking about going forward.
This reflects a very very limited understanding of payroll operations.
This reflects a very very limited understanding of payroll operations.
"Managing money" refers to the transactions as well as the budgeting and accounting. Obviously, all of this has to be included, but in the case that a single person is managing it for themselves, the load should be manageable enough by a human of ordinary intelligence that neither automation nor outsourcing would necessarily be needed. In the case that it has to be managed for multiple employees, that's a different matter of course, with economies of scale potentially arising for various forms of automation and/or outsourcing. This is standard business practice, not a new thing. The only new thing involved is to try to get unpaid leave out of the category of things that are uncommon enough that no one has bothered to properly streamline the process.
"Managing money" refers to the transactions as well as the budgeting and accounting. Obviously, all of this has to be included, but in the case that a single person is managing it for themselves, the load should be manageable enough by a human of ordinary intelligence that neither automation nor outsourcing would necessarily be needed. In the case that it has to be managed for multiple employees, that's a different matter of course, with economies of scale potentially arising for various forms of automation and/or outsourcing. This is standard business practice, not a new thing. The only new thing involved is to try to get unpaid leave out of the category of things that are uncommon enough that no one has bothered to properly streamline the process.
I oversee payroll operations as part of my job, and have probably run $50-75m in payroll involving 4 or 5 different states. You have no idea what you're talking about. It's already mostly outsourced and automated. That's not the issue.
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