FAQ

What is the basic structure of this dual-employment arrangement?

The employee remains a full‑time hire of Company A, while also taking on moonlighting assignments exclusively for Company B. Our platform manages the overall payroll processing, ensuring that the employee’s compensation and benefits are administered seamlessly, according to the terms of the agreement between the companies.
How will confidentiality and conflict of interest issues be addressed?

Our platform takes several measures to safeguard both companies: Strict Confidentiality Clauses: The contract includes robust confidentiality provisions that prevent any sharing of sensitive or proprietary information between the companies. Conflict of Interest Management: To minimize the risk of conflicts, we ensure that Company B is in a domain or sector that is almost completely different from that of Company A. This segregation helps protect the interests and trade secrets of both parties. Clear Guidelines and Monitoring: We outline clear protocols for managing any potential overlap and monitor compliance through our integrated system.
How is the termination of the dual employment arrangement handled?

The contract specifies termination clauses for the shared arrangement. Either party may end the dual role—subject to notice periods and agreed-upon conditions—without affecting the employee’s primary employment status with Company A.
How do you ensure that our dual-employment arrangement complies with all applicable laws and regulations?

Our platform works with experienced legal and HR experts to design contracts that comply with local labor laws and industry-specific regulations. We conduct thorough reviews of existing employment contracts and ensure that our tailored three‑party agreements protect both companies while keeping the employee’s full-time status with Company A intact.
Who is responsible for creating and managing the legal agreements between the companies and the employee?

We handle all aspects of contract making. This includes drafting comprehensive three‑party agreements that clearly define the roles, responsibilities, and rights of Company A, Company B, and the employee, ensuring that all parties benefit and that potential legal pitfalls are minimized.
What measures are in place to address confidentiality and conflict of interest issues from a legal standpoint?

The agreements we draft include robust confidentiality and non-compete clauses to prevent any sharing of sensitive information. Additionally, we ensure that Company B operates in a domain that is almost entirely separate from Company A’s sector. This segregation is a key part of our legal framework to prevent conflicts of interest.
Are the contracts customizable to fit the specific compliance needs of our industry?

Absolutely. We design each contract to reflect the unique requirements of your industry and ensure that all compliance and legal obligations are addressed. This includes specific clauses tailored to protect your company’s interests while facilitating a smooth dual-employment arrangement.
What is the basic structure of this dual-employment arrangement?

The employee remains a full‑time hire of Company A, while also taking on moonlighting assignments exclusively for Company B. Our platform manages the overall payroll processing, ensuring that the employee’s compensation and benefits are administered seamlessly, according to the terms of the agreement between the companies.
How will payroll and tax compliance be managed?

Our platform takes full responsibility for payroll processing, including proper tax deductions and benefits administration. By centralizing payroll management, we ensure that all income is reported accurately and in compliance with relevant tax laws, reducing administrative burdens for both companies.