Thanks for the comments.
Business is still in development, and he has done very little from a work perspective. He wasn't able to do certain things as I had hoped and I had to find someone who could.
We are about to start testing.
We have nothing in writing and from the idea, to cash invested for development and all strategic ideas have been mine. And can be documented through emails and witnesses (I am not concerned with my other partners, they are hard working and honest).
My concern is that he will spend all day writing (he wants to be a director and be discovered), rather than working on promoting and generating sales. He has a project that he has been working on that is starting to gain a little traction (I am happy for him). But I don't need him not working on this business. But he has a lot of contacts to push our service to.
lurker good questions
I just want him to work hard and not make me wonder about his commitment, but if he starts to waffle, it isn't fair to others for him to get paid if he is just slacking. Ideally he shouldn't have equity but a sales commission that disappears if he gets fired I guess. But I don't want to consider him an employee. Maybe he should start a company that focuses on sales and he just gets a commission.
I want him for his salesmanship, I don't want him if he starts slacking. I am not sure the ideal approach. But nothing has been signed yet. Could kick him to the curb now, but I know we will never speak again and he may try and sue though he doesn't have a dime to his name.
Business is still in development, and he has done very little from a work perspective. He wasn't able to do certain things as I had hoped and I had to find someone who could.
We are about to start testing.
We have nothing in writing and from the idea, to cash invested for development and all strategic ideas have been mine. And can be documented through emails and witnesses (I am not concerned with my other partners, they are hard working and honest).
My concern is that he will spend all day writing (he wants to be a director and be discovered), rather than working on promoting and generating sales. He has a project that he has been working on that is starting to gain a little traction (I am happy for him). But I don't need him not working on this business. But he has a lot of contacts to push our service to.
lurker good questions
Quote:Quote:
have your operating agreements/stock agreements/employment contracts contain a buyout clause so you can get rid of him in the future? Or do you want to get rid of him now and ensure he doesn't sue?
I just want him to work hard and not make me wonder about his commitment, but if he starts to waffle, it isn't fair to others for him to get paid if he is just slacking. Ideally he shouldn't have equity but a sales commission that disappears if he gets fired I guess. But I don't want to consider him an employee. Maybe he should start a company that focuses on sales and he just gets a commission.
I want him for his salesmanship, I don't want him if he starts slacking. I am not sure the ideal approach. But nothing has been signed yet. Could kick him to the curb now, but I know we will never speak again and he may try and sue though he doesn't have a dime to his name.
Fate whispers to the warrior, "You cannot withstand the storm." And the warrior whispers back, "I am the storm."
Women and children can be careless, but not men - Don Corleone
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