1. It is not necessarily considered job hopping for contract workers to change employers every 6 months or 1 year after their contract ends. Contract work often involves short-term assignments or projects, and it is common for contract workers to move from one contract to another, gaining diverse experience and expanding their skillset. Employers typically understand this nature of contract work and do not view it as negative job hopping. 2. When a contract worker receives a job offer for a permanent position with another company, they can negotiate their salary just like any other candidate. They can discuss their skills, experience, and the market value of their role to make a case for a salary increment. However, the final decision on salary lies with the new employer, and they may consider various factors before making an offer. 3. If a contract worker is converted to a permanent worker within the same company, it is reasonable for them to discuss salary increment. As a permanent worker, their responsibilities and benefits may change, so it is appropriate to have a conversation about compensation. However, the salary increment will depend on various factors such as performance, market rates, and company policies. It is recommended for contract workers converting to permanent employment to have open and transparent discussions with their employer regarding salary expectations and negotiate accordingly.