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CHILINVLN

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Everything posted by CHILINVLN

  1. Interested to know thoughts on this. We have a FFP contract with 7 FTEs in place providing labor support to a mailroom. CO states they want to descope the contract down to 4 FTE's halfway into our option year, but hopes to increase back up to 7 on the next option period due to COVID. Question is, since this is FFP, what approach can I take to minimize reduced revenue, if any? We bid this very lean with the anticipation of the overall profit being spread over the entire option period and labor set. Cutting the resourcing from 7 down to 4 halfway into the option period on a FFP contract com
  2. It's a company owned asset, not sure why it would be considered compensation to the driver. If Verizon buys a van and they have Johnny drive the van, does that count as Johnny's compensation? No.
  3. General business question. CPA states I should leave the CEO vehicle on the company as an asset and have him listed as a driver on our corporate auto insurance.
  4. It was purchased by the company, classified as an asset, and we originally planned to take depreciation on it and the CEO was only going to be listed as a "Driver".
  5. Apologies in advance, not sure where else to ask this question and hoping for some thoughts. We do not have a CFO, I'm currently a VP and leading our Contracts, Legal, and Finance/Accounting Departments, so I figured I would ask here first prior to engaging a consultant. My company recently created an Executive Automobile Allowance Policy, which is non-accountable, and provides C level executives a flat amount of $ per month as a perk to use towards person vehicle ownership, if they so choose. Three executives have leases that are under the company name and paid by the company, so we ar
  6. Research, filing, red line markups to teaming agreements, consulting agreements, basically, pre-award support under the direction of a VP. Anything where we need true legal support, we outsource to one of our attorneys on retainer.
  7. We hired a "Legal Clerk" to support our internal legal department. However, our Corporate Lawyer resigned and we essentially outsource anything of significance. Our Legal Clerk is fantastic, but the question came up that this individual can't be called a "Legal Clerk" unless they are working under the supervision of a lawyer. I can't find anything online that clearly supports this as accurate. Curious to know if it's something I need to be concerned about, or not. If so, what is the best solution, retitle them to "Legal Associate" or something along those lines? Employees is still in
  8. Good link and I appreciate your feedback.
  9. I have a contract where the Government doesn't seem to be open to updated a wage determination (SCA employees). It's my understanding that this CFR requires them to do so every two years at minimum. Generally, WD's are updated on the option period. I was interested in some feedback on if this CFR needs to be incorporated into the contract to be enforced, or if it applies regardless, and what possible courses of action I can pursue to resolve. I don't want my company to have increased liability, but I'm also trying not to piss off our client.
  10. This question always seems to come up and each time, I get a difference answer from my contracts shop or the Government, so I'd like to try to get some help and/or clarification here. I have a contract where folks are often required to travel, on weekends in order to be on location by Monday morning to support the Government. Employees are taking military flights, authorized by the Government, on Sunday's in order to be there by Monday. The contract is Labor Hour. Thoughts? Here is the exchange below. Email 1 - CO states: Travel hours outside of work hours are not considered bi
  11. I have a contract at DISA that designates an ACOR and TCOR (which is really meant to be COTR, but named in the same format as the previous). Administrative COR and Technical COR. I find this odd and I've only see it done once, on this particular contract.
  12. I'm struggling to find much clarity on this when read through DOL, IRS, or even other areas online, as it appears much of this may be discretionary. However, I'm hoping I might get some insight here. I will attempt to outline as much as I can think of. Company Pay Periods are Semi-Monthly, 1st and 15th If a minimum amount of hours are not met in a specific pay period, it will be LWOP for a full-time salary exempt employee (e.g. 160 pay period, must have 160 hours at minimum, either through direct project, PTO, etc.) We are trying to allow for flexibility for alternate work
  13. I would have to pull up language in the contract to verify, but it's my understanding that we provide support to the Government and since our positions are non-essential, when the Government is closed, we should be as well. Basically, unless we can justify bonafide work is being performed when our client is out of office, we're unable to bill that time. Federal closures/site closures for inclimate weather is handled the same way. I may be over simplifying this, but, that's the easiest way I can explain it. I do plan to inquire with each of our CO/COR's to request clarification on how t
  14. I'm trying to figure out how to handle this guidance for our company. We have a variety of T&M and FFP contracts, all in the affected areas noted in the paragraph. Do I have no choice but to provide a holiday, or can this be forced telework? I appreciate any guidance. Inauguration Day, January 20, 2017, falls on a Friday. An employee who works in the District of Columbia, Montgomery or Prince George's Counties in Maryland, Arlington or Fairfax Counties in Virginia, or the cities of Alexandria or Fairfax in Virginia, and who is regularly scheduled to perform nonovertime work
  15. A few weeks ago, we received a letter that authorized us to place orders under the GSA Multiple Award Schedule program as an alternative source in procuring equipment and supplies for services for the exclusive use and ownership of the Government. That letter states that we are responsible for compliance with the applicable acquisition policies and procedures prescribed in FAR 51.1, particularly 51.103. That's why I brought up FAR Part 51.
  16. Here's the concern I have. FAR 51 - Deviation Ordering Guide has this statement: Question: Can the buying contractor add any additional markup/fee onto the items procured under the FAR 51 authority, even if the fee is associated with a legitimate cost like a material handling charge? Answer: No. The items procured under the authority must be passed through to the Federal Government at the MAS contract price less any applicable discount. No markup of any kind is permitted on this portion of the order.
  17. The task order is not yet awarded, it can be any type we want under the BPA. Other task orders have typically been T&M, so I would anticipate the preference to the same here.
  18. I'm typically in the business of only providing labor, however, we're being asked to provide hardware and I want to be sure this is handled correctly. I have a contracts person who is stating that we're not allowed to put any markup on hardware, even though we incur costs. i find this strange and it doesn't make sense to me. This would be a new task order on an existing BPA based off our Schedule 70. Can someone please tell me how we would structure our pricing for purchasing hardware on behalf of the Gov through a reseller (e.g. CDWG or elsewhere) and be able to put some type of marku
  19. In the instance I'm referring to, Paid Time Off (PTO) is utilized for anything ranging from vacation, sick days, personal days, etc. It's technically referred to as "PTO".
  20. Everything is available with enough research. With that mentality, why does this forum even exist? Maybe I should say the same to everyone else, "Log out of Wifcon, go to Google, and do some research". I'll have 5,000+ posts in no time. I appreciate your value add.
  21. I understand all states are different, however, in my original post I specifically asked this question as it pertains to Virginia. I reviewed the links you provided and didn't find a clear answer. I also reviewed reference links in this pages with no answer either. The closest thing I found to the answer was: If you have accrued vacation days that you haven't yet used when you quit or are fired, you may be entitled to be paid for that time. About half of the 50 states have laws requiring employers to pay out an employee's unused vacation when the employment relationship ends. I've
  22. So in short, an employer has the option on whether or not they will payout earned PTO. I never realized that was "optional" and could be defined in an Employee Handbook or HR policy.
  23. In the Commonwealth of VA, is an employer required to payout Paid Time Off (PTO)? If so, is there a source to cite and if not, are there specifics that can be provided on why not?
  24. To further elaborate, there are other charge codes that are utilized by the staff. PTO, Corporate Training, etc. There is a lengthy list of G&A codes that are available for that purpose, and those are used when appropriate. My point and question is specific to the time spent on a FFP contract in excess of a scheduled 8hr day for a salary-exempt employee and what affect that additional time has on projected budgets, etc.
  25. As you stated, "Whether the employees continue to charge the contract, or charge OH, or G&A, is up to the individual contractor to decide. There are pros and cons associated with that decision and there is no "one size fits all" answer. That's exactly the foundation of my question and I would like to understand what those pros and cons are so I can have additional information on the topic. I apologize for using "bill", you're correct, I'm referring to charging to the contract.
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