Temporary Employment Agreement Form: Fill & Download for Free

Well, the 'simple' way is to simply throw a dart at a dartboard. The real question, of course, becomes, "Will it be accurate?" Nine times out of nine, the answer will be, "No."That's another way of saying, I think your assumption that there is a simple way is problematic.Understanding your cash requirements involves building a financial model from the bottom up.That means having a very detailed vision of the next 18 months both in your head and on paper.One-Time Start Up TasksStartup costs are often difficult to estimate. Unless one is experienced in setting up companies, chances are the first time business owner is learning as he/she goes. It's probably a good idea to consult with accountants or other business owners as to what they went through, so you don't make the common mistakes.What does it take to set up a legal entity? Do you know? If not, find out. The Internet is full of information that will tell you step by step how do this.Normally, setup fees are nominal, but you do require to be registered with certain agencies to do business. If I were setting up a company in California, for example, I'd consider the following required registrations:Internal Revenue Service (federal income tax, payroll)Franchise Tax Board (state income tax)County Clerk (fictitious business name, if applicable)Board of Equalization (sales and use tax)California Secretary of StateLos Anglees County Business Licenseet ceteraIt is probably a good idea for you to consult with an attorney, to draw up the legal paperwork required for you do business, such as Articles of Incorporation, Articles of Organization, Charter, Bylaws, Shareholder Agreements, Form Employment Letters, Non-Disclosure/Convent Not To Compete Agreements, etc. These are generally one-time costs.Let's Start Our ForecastThe best approach, I think, is to start by setting up a simple spreadsheet.Revenue:Your revenue during the first year will be difficult to forecast. I remember my first job (a large, stand-alone retail store). We (meaning everyone who had a hand in the business) predicted $4 million the first year. We eventually came in at $1 million. The extreme difficulty with revenue predictions is that there is no historical track record to form a reasonable basis for your guess. Consumer acceptance, marketing, traffic, price points and a variety of other factors play important roles.You may be developing a business where you'll know it will take two years to get your product to market. If this is the case, the forecasting becomes much easier (notice I did not say 'easy'), as you have guessed this portion of your financial model with 100% accuracy. Zero.I think the best approach when revenue is certain in your immediate future is to guess very conservatively (one of the principles of accounting), when making your estimates. You do not need or want the added pressures of scrambling to raise funds when you're trying to focus on product development. You must do this cautiously, as inventory may be tied to revenue. Buy too little, and you may be losing a lot of upside opportunity. Sometime things, depending on your business, should be monitored ultra carefully.Expenses:Expenses can be broken down into two major classifications; investments into 1) current and long-lived assets and 2) operating expenses.Inventory (Current Assets)If you are a buy-and-sell kind of company (let's say a retailer), inventory will be your greatest concern and the trickiest to forecast. Your purchases during this volatile period will be dependent upon how many units you project you'll be able to move (sell). You'll need to create a month by month inventory planning model which will consider your lead times, costs for inventory purchases, freight and duties (if applicable). The basic formula for this model will be:Beginning Inventoryplus Purchaseminus: Ending Inventory------------------------------equals: Cost of Sales===============Make assumptions on what margins you will achieve, determine your optimal inventory levels for your store, and with a little algebra, you'll be able to derive the cash requirements needed for purchases (i.e., inventory replenishment).Capital Expenditures (Long-Lived Assets)You're starting with nothing and will need to create an intial outlay for the long-term assets used in your business. Close your eyes and picture yourself 18 months from now, running at full speed. What do you see around you?ComputersDesksChairsOffice improvements (flooring, painting, window treatments, construction of offices, lighting, etc.)Company vehicleset ceteraMake a list of everything you'll need (and how many) and start making some phone calls if you haven't a clue how much each cost. Even if you make a reasonable guess, it's always a good idea to just jump on the internet to determine the fair market value of these items, just as a sanity check.Operating ExpensesOperating expenses are called 'period costs' in accounting terms, which mean that the nature of the expense is either consumable in and/or recurring.Examples of operating expenses are:Payroll, related taxes and fringe benefits (including bonus, overtime, and temporary help)RentUtilitiesTelephoneInsuranceOffice suppliesSmall equipment (non capitalizable)Professional services (accounting, legal, consultingAutoBank chargesDues and subscriptionsMeetingsPostage and courierSales promotionTraining and seminarsTravel and entertainmentOperating leasesSecurity and alarmsTaxes and licenseset ceteraMost of these expenses can be reasonably estimated, due to their fixed or non-volatile nature. However, other expenses can be tricky. You may not be ready to hire the 50 people you will eventually need. Most company's ramp up the headcount gradually, based on projected need. If you're not forecasting double your sales from month six to month 12, there is no reason for you to forecast double the payroll (in most cases). Some expenses, such as advertising or credit card fees, will generally be a function of sales, so it makes sense to assign an assumed percentage to those types of expenses.Below is a very rudimentary financial model that took only a few minutes to set up, demonstrating how cash should flow from month to month. Actual is yellow, pink is the forecast.Without a road map such as this, you're flying in the dark and might as well go back to throwing darts.LiquidityIf you are able to do so, it makes sense to arrange for a credit facility (line of credit) in case run into liquidity problems. At a minimum you should have a plan to raising additional capital, if required. If neither of these are viable options, be prepared to adjust your 'vision' (i.e., budget) accordingly. Being insolvent will wreck your plans and paralyze your operations.The above is a very broad-stroke overview of the process, but should be good enough to get you started (sorry I don't have time to write 100 pages that this subject really deserves). Consult an experienced accountant to guide you.Good luck.

This is for a senior hire, and somewhat outdated, but the SEC has a public copy of Google’s former CFO’s offer letter back in 2008.See: Offer Letter between Google and Patrick Pichette dated June 6, 2008June 6, 2008Patrick PichetteRe: Offer of Employment with Google Inc.Dear Patrick:On behalf of Google Inc., I am pleased to offer you the exempt position of Senior Vice President and Chief Financial Officer, reporting to the Chief Executive Officer, subject to the terms and contingencies set forth below. The position is located in Mountain View, California. Your start date shall be August 1, 2008 and you will assume the position of CFO effective August 12, 2008.You will receive an annual salary of $450,000, which will be paid biweekly and subject to a periodic review. You are eligible to participate in the Company Bonus Program; your annual bonus target will be 150% of base salary. Bonuses under the Company Bonus Plan are discretionary. The actual bonus amount could be larger or smaller than this amount, based on your performance and the performance of the Company. Whether a bonus will be awarded in a particular bonus period, and in what amount, is within Google’s sole discretion. Both your base salary and the components of your bonus are subject to periodic review.Additionally, upon your start date, Google will pay you a one-time Sign-On Bonus of $500,000. This will be taxed as supplemental income. At the completion of six months of full-time employment with us, Google will pay you an additional $500,000 Cash Bonus. This will also be taxed as supplemental income. In the event your employment is terminated within the first six months of your employment, the Cash Bonus payout will be accelerated and paid on the termination date or as soon thereafter as Company business practices allow, but in any case within thirty (30) days of your termination. If you terminate your employment at Google before the one year anniversary of your start date, other than as a result of a breach by Google of this Agreement, you will be required to repay the Sign-On Bonus and Cash Bonus. Any required repayment will be prorated based on the number of remaining calendar days until the one year anniversary of your start date.Google will pay relocation costs and provide reimbursement for specified moving expenses as outlined in Google’s North American Officer Relocation Policy. In order to receive these benefits, you will be required to work with a third party vendor provider designated by Google to assist in employee moves.As a regular full-time employee you will be eligible for various benefits offered to similarly-situated Google employees in accordance with the terms of Google’s policies and benefit plans. Among other things, these benefits currently include medical and dental insurance, life insurance, and a 401(k) retirement plan. You will automatically be enrolled in the 401(k) plan at 4% into the Wellesley Fund, which is a balanced fund of stocks and bonds. You will be able to change your deferral amount and fund allocation upon your hire. The eligibility requirements and other information regarding these benefits are set forth in more detailed documents that are available from Google. With the exception of the “employment at will” policy discussed herein, Google may, from time to time in its sole discretion, modify or eliminate its policies and the benefits offered to employees.Upon approval by our Board of Directors, you will be granted four new hire equity grants. Per the Governance Guidelines of the Leadership Development and Compensation Committee of our Board of Directors, the Grant Date of these four equity grants will be on the Wednesday of the week following your start date.The first award will be a stock option grant to purchase 11,112 shares of Google Class A common stock. Your options will be nonqualified stock options with an exercise price equal to the closing fair market value of the underlying stock on the Grant Date. Your options will vest at the rate of 1/4th on the date one year after you commence employment, and will vest an additional 1/48th each month thereafter, for a total vesting period of 48 months.The second award will be a grant of 5,556 Google Stock Units (GSUs). Your GSUs will vest at a rate of 1/4th each year over the next four years, beginning on the date one year after you commence employment, for a total vesting period of 48 months. At that time, the vested number of GSUs will convert to a number of Google Class A common shares.Vesting in both of these stock option and GSU awards is contingent on continued employment on the applicable vesting dates.The third award will be a grant of 910 GSUs. Your GSUs will vest at a rate of 100 percent at six months. At that time, the vested number of GSUs will convert to a number of Google Class A common shares. In the event your employment terminates prior to the six-month vesting date (other than as a result of your resignation), you will immediately vest in this grant.The fourth award will be a grant of 910 GSUs. Your GSUs will vest at a rate of 100 percent at twelve months. At that time, the vested number of GSUs will convert to a number of Google Class A common shares. In the event your employment is terminated after six months but prior to the twelve-month vesting date (other than as a result of your resignation), you will immediately vest in this grant.Please be aware that this program and subsequent programs could be changed at any time, at the discretion of the Board of Directors. Also note that Google makes no representation about the future value of the stock options or GSUs granted herein and you should expect that the value of these grants will fluctuate in the future. Finally, the receipt of such grants shall be conditioned upon the subsequent execution by the grantee of Google’s appropriate form of GSU and Stock Option grant agreement.For annual equity grants awarded in 2009 and thereafter, your grants will be reviewed pursuant to the same general process employed for all Executives of comparable status.We encourage you to consult a tax professional for information regarding all current tax reporting requirements related to the compensation and benefits discussed above.You are being offered employment at Google based on your personal skills and experience, and not due to your knowledge of any confidential, proprietary or trade secret information of a prior or current employer. Should you accept this offer, we do not want you to make use of or disclose any such information or to retain or disclose any materials from a prior or current employer. Likewise, as an employee of Google, it is likely that you will become knowledgeable about confidential, trade secret and/or proprietary information related to the operations, products and services of Google and its clients. To protect the interests of both Google and its clients, all employees are required to read and sign the At Will Employment, Confidential Information, Invention Assignment and Arbitration Agreement as a condition of employment with Google. This Agreement, which provides for arbitration of all disputes arising out of your employment, will be provided for your review; you will be required to sign it on your first day of employment.Google has a strict policy against conflicts of interest. Google’s code of conduct is located at Alphabet Investor Relations. Before deciding whether to accept or reject this offer letter, please read the code of conduct carefully as it contains certain prohibitions against, among other things, holding outside employment, board memberships or advisory board positions in companies that may cause a conflict of interest. In order to avoid actual or perceived conflicts of interest, we ask that you work with Andy Hinton, General Counsel and Global Compliance and Ethics Officer, to pre-approve board positions before joining Google.Google has a strict policy against insider trading, which prohibits, among other things, employees, contractors and temporary workers from trading Google stock during certain time periods and engaging in any derivative transactions in Google stock. It will be your responsibility to educate yourself regarding Google’s insider trading policies and to ensure you are in full compliance. If you have any questions about Google’s policy against insider trading, please contact Human Resources.Further, if an export control license is required in connection with your employment, this offer is further contingent upon Google’s receipt of the export control license and any similar approvals. Your employment with Google will commence following receipt of such export control license and governmental approvals; and is conditioned upon your (a) maintaining your employment with Google, and (b) continued compliance with all conditions and limitations contained in such a license. If for any reason such export control license and governmental approvals cannot be obtained within six (6) months from your date of signature, this offer will automatically terminate and have no force and effect.Please understand that this letter does not constitute a contract of employment for any specific period of time, but will create an “employment at will” relationship. This means that the employment relationship may be terminated with or without cause and with or without notice at any time by you or Google. No individual other than the Chief Executive Officer of Google has the authority to enter into any agreement for employment for a specified period of time or to make any agreement or representation contrary to Google’s policy of employment at will. Any such agreement or representation must be in writing and must be signed by you and the Chief Executive Officer. Your signature at the end of this letter confirms that no promises or agreements that are contrary to our at will relationship have been committed to you during any of your pre-employment discussions with Google, and that this letter, along with the At Will Employment, Confidential Information, Invention Assignment and Arbitration Agreement, contain our complete agreement regarding the terms and conditions of your employment.We look forward to an early acceptance of this offer. This offer will remain open for 7 (seven) business days following your receipt of this letter and is contingent upon your start date of August 1, 2008. This offer is contingent upon satisfactory results from your background check, which we expect will be completed by Tuesday, June 10th.Additionally, this offer and your employment are contingent upon satisfactory results from your background check. To indicate your acceptance of Google’s offer, please sign and date the enclosed original and return it to us in the envelope provided. A duplicate original is enclosed for your record. Please arrive at 9:00 AM on your first day of employment for a tour of the office and for your new hire orientation. Orientation will be held at our Mountain View offices. In order for Google to comply with the Immigration Reform and Control Act, your employment with Google is contingent on your eligibility to work in the United States. Accordingly, please bring appropriate verification of eligibility to work in the United States on your first day.

(Image courtesy of: United States Service Academies)If the US cadet or midshipman at a US service academy (Military, Naval, Air Force, Coast Guard) has started day one of their second class year, i.e., begin classes of their junior academic year, they have incurred a service obligation that either they will continue through to graduation, commissioning, and a five year active service obligation as a commissioned officer, [or the specific US Merchant Marine Academy service agreement, which may include active or reserve commissioned service, civilian employment in the US-flagged merchant marine, or some acceptable combination thereof]. [1][2][3]Unless:They are found by a disability board hearing to be unfit for any further military service due to an injury or disease rendering them unfit for further military service, and they will be medically discharged or medically retired forthwith; most likely with their “debts” waived because of their severe medical status, orThey are found by a disability board hearing to be unfit for further commissioned military service due to an injury or disease rendering them unfit for further military service as an officer — but they remain qualified for enlisted service, and they will be disenrolled from the Academy, and their Service Secretary will determine how much — if any — enlisted service they will perform as “payback of their debts,” but never longer than 4 years, and their Service Secretary will call them into active service in the reserve component, and in the grade and MOS or rating chosen by the Secretary forthwith, orThey are voluntarily or involuntarily disenrolled from the Academy, and the Service Secretary determines that the former cadet or midshipman breached their service agreement, and they will serve between 2–4 years of “payback” active service as a member of their Service’s reserve component, and in the grade and MOS/rating assigned by the Service Secretary, orThey are voluntarily or involuntarily disenrolled from the Academy, and the Service Secretary determines that the former cadet or midshipman did breach their service agreement but will NOT serve “payback” active service as a member of their Service’s reserve component, and instead will pay back the cost of their education in the form of a debt to the US Government.Based on the reason and circumstances for the disenrollment from the Academy, there may be an opportunity to reenroll after a period of observation as an enlisted member, or the now-enlisted member may seek to integrate into the Regular component for a career, including possibly applying for another warrant officer or commissioning program later, after they have proven themselves worthy.Or they may finish their mandatory enlisted “payback,” and leave active duty, and serve out the remainder of their 8-year Military Service Obligation (MSO) in the reserves, and then either completely leave the Service or remain in the Reserves and make a reserve career.EDIT #1: the policies for breach of service agreement for Senior ROTC Cadets/Midshipmen are discussed in a Comment hereunder, and the policies for breach of service agreement by a Midshipman, USNR, serving at the US Merchant Marine Academy are included in bold text above anywhere they differ, as both classes of officers differ from the “standard” Service Academy Cadets/Midshipmen.EDIT #2: I mentioned disability retirement above, in cases where the Physical Evaluation Board determines that the Service Academy cadet/midshipman’s injury or disease makes them unqualified for any further military service, AND the VA has rated their combined disqualifying disability(ies) at or above 30% disabling. Since this change effective 28 October 2004,[4] this means there may be “Cadet, US Army/US Air Force/US Coast Guard, Retired,” or “Midshipman, US Navy, Retired,” who were medically retired in their grade, drawing disability retired pay (somewhere between $172.58 and $862.88 per month, as of 2020), [5]plus the possibility of appropriate VA disability compensation) for their serious injuries and otherwise accorded the same benefits as any other disability retiree on either the Permanent or Temporary Disability Retired Lists.Footnotes[1] https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/dodi/132222p.pdf[2] https://media.defense.gov/2017/Mar/06/2001707526/-1/-1/0/CI_1560_3.PDF[3] Admission and Training of Midshipmen at the United States Merchant Marine Academy[4] Academy cadets and midshipmen: applicability of chapter[5] https://militarypay.defense.gov/Portals/3/Documents/ActiveDutyTables/2020%20Military%20Basic%20Pay%20Table.pdf