County owned hospital hiring a new CEO. The candidate wants language in the contract that should the contrcat be terminated without "good cause" prior to the termination date the county will still be bound to the amounts remaining thereunder or, alternatively, a severance payment of X months will be made. It seems both these cases attempt to compensate an employee for services not rendered. Any thoughts? Does anyone have a form for professional services agreement with a county employee I can borrow? Thanks, Mike Hartman
Mike - This feels really dangerous - I don't have any cites for you, but anytime a prospective "upper level" employee wants answers like this at the beginning, it isn't a good sign for the end. SOrt of like petting a porcupine from back to front - can be a sticky situation...
Structured a longevity scheme where a portion of the payment is earned each month of employment. If we reach the 3 year anniversary, no payment is owed on termination. If we terminate prior to the 3 years, the ceo is entitled to the longevity pay with the release of claims language upon acceptance of payment(thanks Ray). If the ceo terminates, no pay. That way we are not compensating for work not performed and it allows the ceo to "earn" for each month until they reach the cap. How's that for a convoluted plan to get a professional to move to Snyder?
