In the Trenches: Making the Case for a Full-Time Employee

By Brett Snyder

1 min read

As things stand today, we have two part-time hourly employees at Cranky Concierge. My recent vacation cemented what I had known for a long time: We could really use a full-time salaried employee to help grow the business.

Sure, it was great to get away. But what I really need isn’t more free time, it’s more time to work on larger issues and strategic planning for the business. We have so much work today that I end up spending a lot of time dealing with routine stuff. That means other projects sit on the back burner, waiting for some attention.

Some examples: For months now, I’ve been trying to revise my award-travel pricing structure, but I haven’t had the time to put it together and update the website. I’ve also been trying to automate more services to make the work easier for our concierges. Again, I’ve had no time to develop the plans. And I’ve put plenty of other projects on hold while addressing day-to-day needs.

The way to solve this problem is to have more employees doing more work. That’s been hard to justify because of the costs involved. But now we’re finally at a point where we should be able to support a full-time employee — and that is terribly exciting for me. Not only will it finally give me some relief, but it will also make me one of those super-cool “job creators” that politicians love to talk about.

I wasn’t entirely sure what was involved in creating a full-time position, but I was surprised to learn that the rules and regulations aren’t that different from those governing part-timers. The big issue mostly related to my interest in making this an “exempt” position. In other words, it should be a role that isn’t hourly and doesn’t pay overtime. That is apparently quite the minefield — most certainly a topic for a future post!

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