Puerto Rico Employment Agreement — Sales Representative with Nonexclusive Territory and Extra-Territorial Accounts Introduction: The Puerto Rico Employment Agreement with a Sales Representative with Nonexclusive Territory and Extra-Territorial Accounts outlines the terms and conditions of employment between a company and a sales representative operating in Puerto Rico. This agreement specifically focuses on sales representatives managing a nonexclusive territory within Puerto Rico while also handling accounts outside Puerto Rico's jurisdiction, commonly known as extra-territorial accounts. Key terms and provisions: 1. Position and Responsibilities: This agreement defines the sales representative's title, role, and responsibilities concerning sales activities within the assigned nonexclusive territory. It also outlines the additional duties associated with managing extra-territorial accounts. 2. Territory and Accounts: The agreement specifies the nonexclusive territory within Puerto Rico where the sales representative is authorized to conduct business. It also details the scope and management of extra-territorial accounts, including the specific regions or countries involved. 3. Compensation: This section of the agreement covers the sales representative's compensation package. It includes information about the base salary, commission structure, bonuses, and any other financial incentives provided. The document should clearly lay out the payment terms, sales targets, and commission calculation methods. 4. Sales Targets and Performance Evaluation: The agreement establishes realistic sales targets and outlines how the sales representative's performance will be evaluated. Key performance indicators, such as revenue generation and customer satisfaction metrics, may be included. 5. Confidentiality and Non-Compete Clause: A confidentiality agreement ensures that the sales representative maintains the confidentiality of the company's sensitive and proprietary information. The non-compete clause may restrict the sales representative from engaging in similar business activities with competitors during the employment period and a specified post-employment period. 6. Termination: This section provides details on the circumstances under which either party can terminate the agreement, such as breach of contract, poor performance, or violation of company policies. It should also outline the notice period required for termination and any applicable severance benefits. 7. Intellectual Property: The agreement may include provisions specifying the ownership and use of intellectual property related to the sales representative's work, such as trademarks, sales materials, and product information. Types of Puerto Rico Employment Agreements with Sales Representatives: 1. Puerto Rico Employment Agreement with a Sales Representative — Exclusive Territory: This agreement delineates the employment terms for a sales representative exclusively responsible for a specific territory within Puerto Rico, without the inclusion of extra-territorial accounts. 2. Puerto Rico Employment Agreement with a Sales Representative — Nonexclusive Territory: This variation of the agreement involves a sales representative operating within a nonexclusive territory in Puerto Rico, but excluding the handling of extra-territorial accounts. 3. Puerto Rico Independent Contractor Agreement with Sales Representative — Nonexclusive Territory and Extra-Territorial Accounts: This agreement establishes the terms of engagement between an independent contractor sales representative and a company, wherein the sales representative operates in a nonexclusive territory within Puerto Rico and manages extra-territorial accounts. Incorporating these relevant keywords, the content provides a comprehensive overview of the Puerto Rico Employment Agreement with a Sales Representative with Nonexclusive Territory and Extra-Territorial Accounts, highlighting its key provisions and potential variations.
Puerto Rico Employment Agreement with a Sales Representative with Nonexclusive Territory and Extra-Territorial Accounts
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According to Puerto Rico Act Number 379 of (Law No 379), which covers non-exempt (hourly) employees, eight hours of work constitutes a regular working day in Puerto Rico and 40 hours of work constitutes a workweek. Working hours exceeding these minimums must be compensated as overtime.
Because Puerto Ricans are U.S. citizens, there are no federally-required paperwork or VISA applications needed. Additionally, there are no wage requirements other than U.S. state and federal laws to adhere to.
Whether you're a seasoned digital nomad or a first-time remote worker, you can relocate to Puerto Rico for a few weeks, a few months, or moreno applications, visas, or passports required for U.S. citizens. Discover how easy, exhilarating, and vibrant work in full color can be.
From an employment law perspective, this means federal statutes such as Title VII, FLSA, ADA, ADEA, FMLA, USERRA, OSHA, ERISA, COBRA, among others, apply to Puerto Rico.
As an unincorporated territory of the United States, US federal laws apply in Puerto Rico, including federal labour and employment laws. The Puerto Rico Constitution, multiple labour and employment statutory and regulatory provisions and court decisions also govern the employment relationship.
If you're looking to hire employees in Puerto Rico, check out the job bank maintained by the Puerto Rico Department of Labor. It's an entirely free service that allows you to create an employer account and sift through the resumes of potential employees.
Companies looking to hire workers from Puerto Rico must comply with Public Law 87. It requires employers who are recruiting on the island to obtain authorization by the Secretary of Labor and Human Resources of Puerto Rico, according to Odemaris Chacon, a labor attorney with Estrella, based in Puerto Rico.
A U.S. company that wishes to do business in Puerto Rico may choose to either form a new subsidiary entity or register an existing company. In order to determine the best option, the company should consult an attorney familiar with tax laws and the company's business activities and structure.
Companies looking to hire workers from Puerto Rico must comply with Public Law 87. It requires employers who are recruiting on the island to obtain authorization by the Secretary of Labor and Human Resources of Puerto Rico, according to Odemaris Chacon, a labor attorney with Estrella, based in Puerto Rico.
Can US companies hire foreign workers? Yes, US companies can hire foreign workers either as full-time employees or independent contractors, with the option of either working remotely in their home country or relocating to the US with the relevant labor certification and visa.