Employment Agreement Request Form: Fill & Download for Free

I’m interviewing now and there are too many to limit to just one. Sadly, I learn a new one at least once a week.When one of the first questions out a potential employer’s mouth is “How much do you currently make (or did you make in your last job)?”. a) That’s personal information; b) Why is that relevant to this job? I’m assuming they are quite different with different challenges, etc. and c) do you really want to hire a CFO who is dumb enough to give away his price upon first meeting him/her? How is that going to work when that CFO is trying to sell your business or raise capital for you?“Hi, I’m Cassidy/Montana/Zac/Brittany/Colt ”. The names have nothing to do with the red flag but I’m talking about the 24 year old “talent acquisition specialist” attached to that name who’s been with the company for 4 months and who will conduct the initial interview (granted this is usually a phone interview but still). I’m going to rant a bit because this seems to be common in the US especially with start-ups that are at the point where they need a CFO. Look, if you own or founded the company and you’re looking for a CFO or other CXO, you might want to get involved directly rather than leave it to the newest person on your team who a) understands the least about your business and b) probably has no idea what a CFO, COO, or other CXO really does because he/she simply lacks enough experience to determine a good CXO from a bad one. This also goes for using a headhunter with little knowledge about the role. I can not stress this enough. I can only imagine how many strong candidates slipped away because their initial interview with a company was with someone who knows very little and determined that that very experienced candidate’s skill set was not a “100% exact match” with with some random job description your company is using. I’m positive it’s happened to me and happens to others. If you are the CEO, President or Owner you really need to own the hiring process for any CXO because it’s f&ck*ng important! I actually had one headhunter tell me last month that the CEO of an established company did not want to get involved in the CFO search at all (GIANT RED FLAG!).What’s your full name, birthdate, full home address, social security number, etc., etc., etc. before you’ve even had a chance to do anything but read the job description. This type of request should come at the end of the process when the new-hire is joining your company not when you are arranging an introductory initial phone call to discuss the role.A very big red flag is if the company often stresses that they are in an “at-will” state. (for non-Americans reading this: in the US 49/50 states have a legal classification called “at-will” employment which allows employers to fire any employee at any time for any reason other than for things like gender, age, race, etc. which they all do any way but just they say the firing occurred due to poor job performance). Any employer that continually brings this up during an interview should be viewed very suspiciously because they are, in effect, saying “we can fire you any time we want” which to me isn’t the best way to start an employer-employee relationship.For senior roles, and somewhat related to item 4 above; “we don’t do employment agreements”. Excuse me, but you’re asking me with my 25 years of experience to come here and do a good job for you and you operate in an at-will state so to entice me you really need to comfort me with some form of security so yes I’d like an employment agreement. This has happened a couple of times and one guy even told me that there would be no employment agreement but then mentioned that he has an employment agreement because he negotiated it with his investors. No thanks.

That mail would in a form of request letter to make payment as per employment agreement. If there is no bond, they would not come behind you for a month salary.However, you do not get releaving letter generally.

It's a good practice to have 1) written understanding of compensation and equity with signatures on both sides from the first week someone works at the company and 2) it's essential to have non disclosure and invention ownership agreements in place as well. Agreements clarify and memorialize and as such are useful tools for leaders. The IP protection ageement makes sure your business is yours. Both types will almost be certainly need to be in place before any funding and will be requested in due diligence.A very easy way to get something decent in place is with zenefits.com. Their template agreements are solid (from a great law firm) and it is very easy to get these ducks lined up with zenefits. 20 minutes max -- just do it. If you're looking for funding in the near term, get counsel and set up the full stock pool and align it with the founder and employment agreements.I'm not in any way associated with zenefits but found on my third startup that they'd made this process far easier than it used to be....