Carl Schwebel (Google Docs) <comments-noreply@docs.google.com> To: Josh Schwebel <privatejosh@gmail.com>
Google LLC, 1600 Amphitheatre Parkway, Mountain View, CA 94043, USA |  |
Josh contract 2 - written by the Employee
Carl Schwebel (Google Docs) <comments-noreply@docs.google.com> To: Josh Schwebel <privatejosh@gmail.com>
Carl Schwebel replied to a comment in the following document
 | Josh contract 2 |
reasonably
 | Josh SchwebelI think that if the gallery terminates the contract, they should be responsible for writing a letter explaining themselves for the purposes of the arts council, since I will be on the hook for paying back the unspent portion of my funding. |
 | Carl SchwebelNewThen the Gallery should only be permitted to terminate the agreement for cause; that is, if you breech this agreement and fail to remedy the breech within a period of time [say 14 days] after notice of the breech. Should it be the same for you? That is, that you can only terminate for fault? You would need to be able to terminate if you were unable to perform [e.g. to continue paying the Employee because your funding was pulled, or if you became ill. |
Google LLC, 1600 Amphitheatre Parkway, Mountain View, CA 94043, USA | |
Carl Schwebel (Google Docs) <comments-noreply@docs.google.com> To: Josh Schwebel <privatejosh@gmail.com>
Carl Schwebel replied to a comment in the following document
| Josh contract 2 |
based
| Josh Schwebelover x amount of months / amount per month |
| Josh Schwebelhow to balance out the wage |
| Carl SchwebelNewI think it is better to have monthly invoices for services. It gives you a separate record of what the Employee is doing; and it is consistent with the Employee being an independent contractor. Sub-clause 2(b) sets a limit on the total amount payable. If you are concerned that the money will be used up too quickly, we can put a monthly cap on fees in the employment contract. |
Google LLC, 1600 Amphitheatre Parkway, Mountain View, CA 94043, USA | |