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PLAYBOOK TEMPLATES
Executive Employment Agreement
An Executive Employment Agreement sets forth compensation, duties, and protections for senior executives. This playbook highlights negotiation around severance, equity awards, and restrictive covenants.
Classification and Tax
Negotiation strategy
Ensure the contract clearly defines the contractor as an independent contractor. Include comprehensive criteria for classification and indemnification clauses to protect against misclassification claims.
Negotiate for clear terms that outline your autonomy and tax responsibilities. Ensure the contract allows for flexibility in working with other clients and provides clarity on your independent status.
Essential elements
1
Independent Contractor Status
Defines contractor's independent role.
2
Tax Responsibilities
Outlines contractor's tax obligations.
3
Compliance with Laws
Ensures adherence to legal standards.
Action framework
ACCEPT
Propose edits if the clause lacks clarity on contractor status or tax responsibilities.
EDIT
Reject if the clause misclassifies the contractor or omits indemnification.
ADD
Add language for jurisdiction-specific compliance and indemnification.
PRO TIP
Always consult with legal experts to ensure compliance with both federal and state-specific classification laws.
Example clauses
FAVORABLE
Preferred Independent Contractor Clause
"The Contractor acknowledges and agrees that they are an independent contractor and not an employee of the Company. The Contractor shall have no authority to bind the Company in any manner. The Contractor is responsible for the payment of all taxes, including federal, state, and local taxes arising from the Contractor's activities in accordance with this Agreement, and any taxes imposed or levied on the Contractor's income, business, or property."
NEUTRAL
Criteria for Independent Contractor Classification
"The parties agree that the following criteria shall be used to determine the Contractor's status as an independent contractor: (i) the Contractor shall have control over the manner and means of performing the services; (ii) the Contractor shall provide their own tools and equipment; (iii) the Contractor shall not be integrated into the Company's business operations; (iv) the Contractor shall have the opportunity for profit or loss; and (v) the Contractor shall be free to perform services for other clients."
UNFAVORABLE
Ambiguous Contractor Status
"The Contractor may be considered an employee for certain purposes, subject to the Company's discretion."
Fallbacks
High-Risk Projects
In high-risk projects, ensure the contract includes detailed indemnification clauses to protect against potential misclassification claims.
Multi-State Operations
For operations across multiple states, include clauses that address varying state-specific classification laws to ensure compliance.
Short-Term Engagements
In short-term engagements, emphasize the contractor's autonomy and clarify tax responsibilities to avoid misclassification.
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Contract Playbook Templates
Launch in days, not months
Unlike complex CLMs with long implementations and steep learning curves, DocJuris is built for speed and simplicity. We integrate with your workflow—whether connecting to a CLM or uploading agreements manually—so you're up and running in days, not months.
WEEK 1
CLM Readiness and Design
Our CX team works with you to understand your contracting challenges, prioritize key workflows, and identify the biggest impact areas. We build a tailored implementation plan that fits your needs.
WEEK 2
Install Module
We connect DocJuris to your contract repositories, set up admin and user accounts, and ensure your environment is ready for success.
WEEK 3
Deliver & Test
Your team builds initial playbooks, reviews existing clause libraries, and trains the DocJuris agent to align with your internal standards and negotiation positions.
WEEK 4
Launch
We support you in rolling out DocJuris to a pilot group or your full organization—with launch materials, training, and hands-on support to drive adoption from day one.
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Tackle everything your team needs using existing IT without expensive consultants, outrageous user licensing fees, or complex coding. DocJuris takes on the heavy lift and delivers your requirements with its people, process, and technology.
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DocJuris is not a law firm or a substitute for an attorney or law firm. We cannot provide any kind of advice, explanation, opinion, or recommendation about possible legal rights, remedies, defenses, options,selection of forms or strategies.