I suppose the biggest issue for the decision making process is, at the end of the day, for you is going to be salary. If you can get sufficient compensation to cover the added costs & lost benefits of employment (even potential lost work from your own business). If you can't get the 20%+ additional as a contractor, you might be better off staying an employee.
Quote:
Originally Posted by Street Pharmacist
This is the scariest part. They are replacing an employee with an outside service. If you forget about your specific circumstance and see how this benefits the employer, you probably have your answer.
They can:
A) terminate workout cause, compensation or repercussion
B) change terms of service without notice (or without much depending on contract). This includes services provided, hours, rate, etc.
C) bid for services. What if someone else comes along offering to do the service for less? They can pay you less very easily
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It'll be a contract with his company and the employing company, there is nothing stopping him from having clauses for termination pay, notice, term changes, guaranteed period, etc, just like any management agreement.