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Employment Contract
Create a Georgia-compliant commercial real estate broker employment contract. Protect commissions, define non-competes under O.C.G.A. § 13-8-50, and manage at-will terms.
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In the high-stakes world of Georgia commercial real estate, a handshake is not enough to protect your commissions or your firm's proprietary cap rate data and LOI templates. This specialized... Read more
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[Geographic Scope (Restrictive Covenants)]
Clearly defines the employer and employee, including legal names and addresses, to establish who is bound by the contract.
Specifies the employee's position, duties, and responsibilities, providing clarity on job expectations, which helps prevent future disputes.
Details salary, payment schedule, and any additional benefits such as health insurance, retirement plans, bonuses, etc., to ensure clarity on remuneration terms.
Outlines expected working hours, overtime policies, and any flexible working arrangements, essential for setting mutual expectations.
Defines the duration of employment (if applicable) and conditions under which either party can terminate the contract, including notice periods and severance, to manage termination processes.
Requires the employee to keep proprietary information confidential, protecting the employer's business interests and trade secrets.
Restricts employee's ability to compete with employer or solicit clients and employees post-employment, although enforceability varies by state.
Outlines methods for resolving disputes, such as arbitration or mediation, which can lower litigation costs.
Ensures that if one part of the contract is invalid, the remainder stays in effect, preserving the contract’s overall integrity.
Specifies which state's laws will govern the contract and where any legal actions would be taken, providing predictability in the legal environment.
Requires any modifications to the contract to be in writing and signed by both parties, ensuring that the written contract remains the definitive source of agreement terms.
In the high-stakes world of Georgia commercial real estate, a handshake is not enough to protect your commissions or your firm's proprietary cap rate data and LOI templates. This specialized employment contract integrates the Georgia Restrictive Covenants Act (O.C.G.A. § 13-8-50) to ensure non-compete and non-solicitation clauses are enforceable, while clearly defining 'at-will' status under O.C.G.A. § 34-7-1. Whether you are managing triple net leases or complex industrial developments, this document mitigates misrepresentation claims and CAM charge disputes by establishing clear professional standards and compensation triggers.
Under O.C.G.A. § 34-7-1, Georgia is an at-will state, meaning either party can terminate the relationship for any legal reason. However, our contract ensures that earned commissions on pending LOIs or executed leases are clearly accounted for post-termination to prevent common industry disputes.
Yes, provided they comply with the Georgia Restrictive Covenants Act (O.C.G.A. § 13-8-50 et seq.). The contract must be reasonable in duration, geographic scope, and the specific brokerage activities restricted. We include language designed to meet these specific statutory requirements.
This agreement requires a detailed commission schedule to be attached, defining the exact 'trigger points' for payment—such as lease execution or tenant occupancy. It also mandates that brokers provide accurate disclosures regarding Common Area Maintenance (CAM) and Tenant Improvement (TI) allowances to mitigate liability for misrepresentation.
While these are federal regulations, our contract includes clauses requiring the broker to adhere to all CFPB guidelines, ensuring transparency in settlement services and financing disclosures during commercial transactions.
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