1. Contract workers who change employers every 6 months or 1 year after a contract ends are not necessarily considered job hoppers. Job hopping is typically associated with frequent changes in employment without a specific reason or goal. Contract workers, on the other hand, often have short-term assignments with the intention of gaining diverse experiences or filling temporary gaps in workforce needs. It is important to consider the industry norms and specific circumstances when evaluating whether a contract worker's job changes are indicative of job hopping. 2. If a contract worker receives a job offer for a permanent position at another company, they can negotiate for a salary increment. When considering a permanent role, it is reasonable to discuss the compensation package to ensure it aligns with market rates, skills, and experience. However, the negotiation outcome may depend on various factors such as the contract worker's performance, the demand for their skills, and the company's budget constraints. 3. If a contract worker converts to a permanent worker, they can certainly inquire about a salary increment. The transition from a contract role to a permanent position often involves a change in employment terms and benefits. During this transition, it is common for compensation discussions to occur. The contract worker can address their expectations and discuss salary adjustments based on factors like their performance, market rates, additional responsibilities, and the company's compensation policies.