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Microcap & Penny Stocks : FAMH - FIRAMADA Staffing Services -- Ignore unavailable to you. Want to Upgrade?

To: CO who wrote (235)	11/30/1997 3:35:00 PM
From: oldcrow	Read Replies (1) \| Respond to of 27968

To All... If I may, I would like to add some additional comments regarding Priscilla's concerns of the quality and availability of contract labor. I have been employed in the food service industry for over 4 years and have witnessed an increasing amount of pressure be applied to cost reduction strategies. At the forefront is labor cost. Whether a for profit or breakeven organization, costs must still be contained in order to survive. All food industry subtypes (institutional, hospital, university, public school, skilled nursing facilities, etc.) have struggled while facing issues such as rising minimum wage, appropriate benefits packages, use (or abuse) of sick leave and vacation leave, scheduling conflicts, training costs, employee turnover costs, and the list goes on (for quite a while) To offer solutions to these issues, we have companies such as FAMH (although I don't believe they are into food service?) who handle all of the problems associated with hiring, training, managing, salaries, wages, reprimanding, and firing. In short, they handle everything involved with the provision of labor to the client company. It is very rare indeed when a company can perform all labor functions for a total cost that is cheaper than what would be asked by the contracting company. Already there are numerous facilities throughout the food service industry who have switched to contract labor and have increased profit margin substantially. This trend is expected to continue as the benefits are realized. Obviously contract labor has some drawbacks such as quality of the labor, skill of the labor (specific to the tasks required at the client's facility) and reliability of the organization itself to follow through with what has been outlined in the contract. It is this CONTRACT that provides protection for the client. If for example, food quality goes down (as evidenced by patron surveys) then the contract allows the client to insist on corrective action (provided the contract has been written intelligently). Damages may also be collected from the contracting agency if the employees "don't show up". etc. The point is, a sharp contract will cover all possible "drawbacks" and provide the client with an "out" should things go sour. Although contract labor is not suitable for every situation, I feel that this option is looking more and more attractive by the day. As organizations continue to make the switch and more data is collected regarding the efficacy of using contract labor I think we will see the industry grow exponentially. Now FAMH may not double tomorrow but I am very confident that this company has much in store for its investors. The demand is certainly there, the profits for the company are certainly there (and we'll know more in Dec....is this correct?), and various industries who have utilized contract labor successfully continue to report this success to their colleagues. What more could we ask for in a company? Sorry for being so long winded but this situation is just too EXCITING!! Regards to all, Allen

To: CO who wrote (235)	11/30/1997 6:10:00 PM
From: John Fairbanks	Read Replies (2) \| Respond to of 27968

Yep, the face of employment is changing DRASTICALLY. Several of my friends are networking specialists and most of them are working for temp/contracting companies rather than for the company where they actually do the work. For the employee, it's not much different than a full time job in our industry. The temp company will provide them with a salary and benefits and place them in a long term contract position. One of my friends has been working in the same contract position for 3 years now. The problem with independent contract work has always been paying for insurance, handling self employment taxes, and mostly the inherent instability of not knowing you have a solid job. I've been tempted to work contract myself several times, but it's a little scary... A temp company on the other hand, will shop these people out at $50 - $200 / hour depending on the level of expertise, and typically give them a salary of 50-75K a year + benefits. Why would a company want to hire one of these people instead of hiring someone full time? The computer industry is changing extremely rapidly and keeping up with technology is difficult. These contract firms train their employees in all the cutting edge technology. Most of us who are stuck in the full time jobs are doing critical path work on old products and the company literally cannot afford to take the time to let us get trained as thoroughly. I have been to one training class in the last five years. My contractor friend spends a couple weeks a year or more in training. The Houston office indicated that they want to focus on the highly technical positions because they could bring the highest profits. A temp/contract firm which has some highly trained people can do VERY well. We just hired a guy for 6 months on contract at $80/hr who didn't end up even knowing what he was doing and he was one of the best we could find! I've thought going contract with a firm like this myself, but I really love my company too much... but the idea of always being on the cutting edge of technology is highly tempting. The vast array of different industries I'd be exposed to is also a pull... it would certainly improve the old resume! ;-) I scraped together some more money and am buying more tomorrow. If I keep going like this I'll own the company pretty soon! :-)