[{"data":1,"prerenderedAt":507},["ShallowReactive",2],{"document-sales-manager-job-description-D11706":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":25,"breadcrumb":29,"related":33,"customDescModule":173,"customdescription":6,"mdFm":174,"mdProseHtml":506},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"JOB DESCRIPTION SALES MANAGER Brief description The position of sales manager consists of directing the actual distribution or movement of a product or service to the customer, coordinating sales distribution by establishing sales territories, quotas, and goals. It also consists of establishing training programs for sales representatives and analyzing sales statistics gathered by staff to determine sales potential and inventory requirements and monitor the preferences of customers. 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The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":90,"description":6},"employment agreement_at will employee",[92,94,97],{"label":18,"url":93},"human-resources",{"label":95,"url":96},"Hire an Employee","hire-employee",{"label":98,"url":99},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":9,"extension":10,"preview":105,"thumb":106,"svgFrame":107,"seoMetadata":108,"parents":110,"keywords":109,"url":113},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":109,"description":6},"job offer letter long",[111,112],{"label":18,"url":93},{"label":95,"url":96},"/template/job-offer-letter-long-D12769",{"description":115,"descriptionCustom":6,"label":116,"pages":117,"size":118,"extension":10,"preview":119,"thumb":120,"svgFrame":121,"seoMetadata":122,"parents":123,"keywords":127,"url":128},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[124],{"label":125,"url":126},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":130,"descriptionCustom":6,"label":131,"pages":132,"size":9,"extension":10,"preview":133,"thumb":134,"svgFrame":135,"seoMetadata":136,"parents":138,"keywords":137,"url":141},"FIXED-TERM AGREEMENT This Fixed-Term Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [COMPANY NAME], (the \"Company\") a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE] with its head office located at: [YOUR COMPLETE ADDRESS] AND: [EMPLOYEE NAME], (the \"Employee\") an individual with his main address located at: [YOUR COMPLETE ADDRESS] Collectively, the Company and Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has offered employment to the Employee in the capacity of [SPECIFY CAPACITY OF EMPLOYEE] in the Company; WHEREAS, the Employee is desirous of and is willing to be employed by the Company in such capacity; NOW, THEREFORE, the Parties agree as follows: DEFINITIONS \"Agreement\" and \"this Agreement\" shall mean this Fixed-Term Agreement and all attached annexures and instruments supplemental to or amending, modifying or confirming this Agreement, in accordance with the provisions of this Agreement. \"Company\" shall have the meaning given to such expression in paragraph 1 of the introduction of the Parties. \"Confidential Information\" includes any trade/business secret, technical knowledge or know-how, financial information, plans, customer lists, pricing policies and procedures, marketing data, research and development data, product data, any formula pattern or compilation of information used in the business of the Company or any clients thereof or their affairs. \"Intellectual Property\" means all intellectual and industrial property and all rights therein, including, without limiting the generality of the foregoing, all inventions (whether patentable or not, and whether or not patent protection has been applied for or granted), improvements, developments, discoveries, proprietary information, trademarks, trademark applications, trade names, websites, Internet domain names, logos, slogans, know-how, trade secrets, processes, designs (whether or not registerable and whether or not design rights subsist in them), works in which copyright may subsist (including computer software and preparatory and design materials therefor). \"Month\" means a calendar month. \"Working Day\" means any day excluding Saturdays, Sundays, and statutory holidays. \"Customer(s)\"/\"Clients\" shall mean any individual, corporation, partnership, business, or other entity, whether for-profit or not-for-profit, whose existence and business is known to the Employee as a result of the Employee's access to the Company's business information, Confidential Information, customer lists, customer account information or any other source of information the Employee has access to during its employment. TERM This is a Fixed-Term Agreement. This Agreement will commence on [SPECIFY DATE] and will end on [SPECIFY DATE]. FIXED-TERM APPOINTMENT The Company hereby offers appointment to the Employee for a Fixed Term to serve the Company in the capacity of [CAPACITY OF EMPLOYEE], with effect from [SPECIFY DATE] (the \"Effective Date\") until [SPECIFY DATE]. The Company may conduct a background and a medical check on the Employee, who hereby agrees and assents to the aforesaid offer being made subject to the satisfactory completion of the same. The Employee shall perform their duties at [SPECIFY ADDRESS]. The Employee warrants that, by entering into this Agreement and performing obligations hereunder, the Employee will not be in breach of any terms or obligations under any subsisting agreement, written or oral, with any third party. Notice Period. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company's services. In the event of the Employee having any incomplete assignment, the Company will have the discretion to relieve the Employee only at the end of the [NUMBER OF MONTHS] months' notice period. Similarly, the Company can terminate the Employee's services by giving the Employee [NUMBER OF MONTHS] months' notice or salary thereof. The Company may terminate the Employee's services immediately on disciplinary grounds. Standard Office Hours. The Company's core hours of operation are from [OFFICE HOURS]. DUTIES AND POWERS The Employee's job description and general responsibilities shall be as set forth in \"Annexure A\" and shall include such further duties and responsibilities as the Company may delegate from time to time. The roles and duties of the Employee are not limited to the ones listed in Annexure A, and the same can be modified or altered as per the decision of the Company. The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Officers of the Company and/or his/her nominated deputies may from time to time assign or give to the Employee. The Employee shall, during the Term of this Agreement (unless prevented by ill health or accident or as otherwise agreed by the Company in writing), devote his time and attention and abilities to the employment with the Company and shall use best endeavours to promote and protect the Company's general interests and welfare. The Parties shall fulfill all their obligations by being compliant with the applicable laws. REMUNERATION The Employee shall be paid [SPECIFY MONTHLY SALARY] on a monthly basis. The said salary shall be paid on [DAY] day of each month to the Employee by the Company. The Employee's salary shall be paid through [MODE OF TRANSFER]. The Employee's salary and other benefits shall be subject to compulsory statutory and other deductions, including tax and other contributions that are to be held by the Employee in STATE/PROVINCE]. LEAVE AND HOLIDAYS The Employee shall be entitled to leave in a year as per the leave policy of the Company, which is annexed as Annexure B to the present Agreement. NON-DISCLOSURE, NON-SOLICITATION AND CONFIDENTIALITY As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement (on which the Employee has had the opportunity to take independent legal advice) are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during the Employee's employment with the Company, nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects in the course of his employment, for the purpose of the Company's administration and management of its employees, its business, and to comply with applicable procedures, laws and regulations. The Employee agrees that he will not at any time during the continuance of employment or on expiry or on termination/cessation of employment with the Company or thereafter, issue any statements to the press (whether oral or written) which have not directly been authorised by the Company. The obligations under this clause shall survive the termination or expiration of this Agreement, and any disclosure of the Confidential Information by the Employee intentionally or unintentionally shall constitute a material breach of the present Agreement, thereby making the Employee liable for the legal action that may be taken by the Company in this regard.","Fixed Term Contract","9","https://templates.business-in-a-box.com/imgs/1000px/fixed-term-contract-D13225.png","https://templates.business-in-a-box.com/imgs/250px/13225.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13225.xml",{"title":137,"description":6},"fixed term contract",[139,140],{"label":98,"url":99},{"label":98,"url":99},"/template/fixed-term-contract-D13225",{"description":143,"descriptionCustom":6,"label":144,"pages":145,"size":9,"extension":10,"preview":146,"thumb":147,"svgFrame":148,"seoMetadata":149,"parents":151,"keywords":150,"url":156},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":150,"description":6},"non disclosure agreement nda",[152,153],{"label":98,"url":99},{"label":154,"url":155},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":158,"descriptionCustom":6,"label":159,"pages":160,"size":161,"extension":10,"preview":162,"thumb":163,"svgFrame":164,"seoMetadata":165,"parents":166,"keywords":171,"url":172},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[167,168],{"label":18,"url":93},{"label":169,"url":170},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":175,"reviewer":187,"legal_disclaimer":191,"quick_facts":192,"at_a_glance":194,"personas":198,"variants":223,"glossary":251,"clauses":285,"how_to_fill":331,"common_mistakes":372,"faqs":397,"industries":425,"comparisons":442,"diy_vs_lawyer":452,"jurisdictions":465,"related_template_ids_curated":486,"schema":494,"classification":495},{"meta_title":176,"meta_description":177,"primary_keyword":178,"secondary_keywords":179},"Sales Manager Job Description Template | BIB","Free sales manager job description template covering duties, qualifications, compensation, and reporting structure.","sales manager job description template",[15,180,181,182,183,184,185,186],"sales manager job description word","sales manager job description free","sales manager duties and responsibilities","sales manager role description template","sales manager hiring template","job description template word","sales manager position description",{"name":188,"credential":189,"reviewed_date":190},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":193,"legal_review_recommended":191,"signature_required":191,"notarization_required":173},"medium",{"what_it_is":195,"when_you_need_it":196,"whats_inside":197},"A Sales Manager Job Description is a formal document that defines the scope, responsibilities, qualifications, and reporting structure for a sales management role. This free Word download gives you a structured, legally grounded starting point you can edit online and export as PDF — ready to attach to an employment contract, post to job boards, or file as the authoritative role definition in your HR records.\n","Use it when opening a new sales manager position, promoting an internal candidate into a management role, or standardizing inconsistent role definitions across a sales organization. It also serves as a Schedule A attachment to an employment contract signed before the hire's first day.\n","Position title, department, and reporting line; a detailed list of core duties and performance expectations; required and preferred qualifications; compensation structure including base, commission, and bonus eligibility; working conditions and travel requirements; and an acknowledgment block for both employer and employee signatures.\n",[199,203,207,211,215,219],{"title":200,"use_case":201,"icon_asset_id":202},"HR managers and talent teams","Standardizing the sales manager role definition across all open requisitions","persona-hr-manager",{"title":204,"use_case":205,"icon_asset_id":206},"Small business owners","Hiring a first sales manager without a dedicated HR department","persona-small-business-owner",{"title":208,"use_case":209,"icon_asset_id":210},"VP of Sales or Chief Revenue Officers","Defining role scope and KPIs before opening a sales leadership hire","persona-ceo",{"title":212,"use_case":213,"icon_asset_id":214},"Startup founders","Formalizing a sales leader hire that will influence IP and customer relationships","persona-startup-founder",{"title":216,"use_case":217,"icon_asset_id":218},"Operations directors","Replacing informal role summaries with a consistent, signed document for every manager","persona-operations-director",{"title":220,"use_case":221,"icon_asset_id":222},"Staffing and recruitment agencies","Providing clients with a compliant, detailed job description to anchor the search","persona-staffing-agency",[224,228,232,236,240,244,247],{"situation":225,"recommended_template":226,"slug":227},"Hiring a senior-level sales leader managing multiple regional teams","Director of Sales Job Description","first-line-supervisor-or-manager-of-retail-sales-workers-job-description-D11655",{"situation":229,"recommended_template":230,"slug":231},"Defining a quota-carrying individual contributor below manager level","Sales Representative Job Description","sales-executive-job-description-D13500",{"situation":233,"recommended_template":234,"slug":235},"Filling an account executive role focused on enterprise deals","Account Executive Job Description","account-manager-job-description-D13506",{"situation":237,"recommended_template":238,"slug":239},"Attaching the role description formally to an employment agreement","Employment Contract","employment-agreement_at-will-employee-D541",{"situation":241,"recommended_template":242,"slug":243},"Hiring a sales manager on a fixed-term or project basis","Fixed-Term Employment Contract","fixed-term-contract-D13225",{"situation":245,"recommended_template":116,"slug":246},"Engaging a fractional or contract sales lead instead of a full-time hire","independent-contractor-agreement-D160",{"situation":248,"recommended_template":249,"slug":250},"Posting the role externally and tracking candidate offers","Job Offer Letter","job-offer-letter-long-D12769",[252,255,258,261,264,267,270,273,276,279,282],{"term":253,"definition":254},"Job Description","A formal document that outlines the duties, qualifications, reporting relationships, and expectations for a specific role within an organization.",{"term":256,"definition":257},"Reporting Structure","The chain of authority that defines who the employee reports to directly and, where applicable, which roles report to them.",{"term":259,"definition":260},"OTE (On-Target Earnings)","Total expected compensation when the employee hits 100% of their quota — typically base salary plus full variable/commission payout.",{"term":262,"definition":263},"Commission Plan","A compensation structure that ties a percentage of sales revenue or gross margin to the employee's pay, often detailed in a separate commission agreement.",{"term":265,"definition":266},"KPI (Key Performance Indicator)","A measurable value used to evaluate whether an employee is meeting performance targets — for a sales manager, common KPIs include team quota attainment, pipeline coverage, and new-logo count.",{"term":268,"definition":269},"Quota","A defined sales target — expressed in revenue, units, or gross margin — that an employee or team is expected to achieve within a set period.",{"term":271,"definition":272},"At-Will Employment","An employment relationship in which either party may end the relationship at any time, for any lawful reason, without advance notice — recognized in most US states but not in Canada, the UK, or the EU.",{"term":274,"definition":275},"Essential Functions","The core duties of a position that an employee must be able to perform, with or without reasonable accommodation — a concept with specific legal significance under the ADA in the US.",{"term":277,"definition":278},"FLSA Exemption","A classification under the US Fair Labor Standards Act that determines whether a role qualifies as exempt from overtime pay requirements — most sales managers qualify as exempt under the executive or administrative exemption.",{"term":280,"definition":281},"Acknowledgment Clause","A signed statement by the employee confirming they have received, read, and understood the job description — creating a documented record that supports later performance management.",{"term":283,"definition":284},"Schedule A","An exhibit or addendum attached to an employment contract that specifies the employee's detailed duties — incorporating the job description into the binding agreement by reference.",[286,291,296,301,306,311,316,321,326],{"name":287,"plain_english":288,"sample_language":289,"common_mistake":290},"Position identification","States the official job title, department, employment classification (full-time, exempt), and the document's effective date.","Job Title: Sales Manager | Department: Sales | Reports To: [VP OF SALES / CRO / OWNER] | Classification: Full-Time, Exempt | Effective Date: [DATE]","Using a generic title like 'Manager' without specifying the function. An ambiguous title complicates FLSA exemption analysis and creates confusion when the employee is referenced in other HR documents.",{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Position summary","A 2–4 sentence overview of the role's purpose, scope, and strategic importance within the organization.","The Sales Manager is responsible for leading a team of [NUMBER] sales representatives to achieve the company's annual revenue target of $[AMOUNT]. This role owns the full sales cycle, from pipeline development through close, and reports directly to [TITLE].","Writing a position summary that describes the ideal candidate rather than the role itself. The summary should define what the job does, not who should apply.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Core duties and responsibilities","An enumerated list of the essential functions the employee is expected to perform, covering team management, pipeline oversight, forecasting, and cross-functional collaboration.","1. Manage and coach a team of [NUMBER] sales representatives, conducting weekly 1:1s and monthly performance reviews. 2. Own team quota of $[AMOUNT] per [QUARTER/YEAR]. 3. Maintain pipeline coverage of [X]× quota at all times. 4. Deliver weekly forecast to [TITLE] every [DAY] by [TIME].","Listing responsibilities so broadly that nothing is measurable — 'drive sales growth' without a quota or pipeline metric gives you no basis for performance management or termination for cause.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Qualifications — required","Minimum education, years of experience, and skills the candidate must have to be considered for the role.","Required: [X]+ years of B2B sales experience, including at least [X] years in a quota-carrying management role; demonstrated track record of achieving or exceeding $[AMOUNT] in annual team revenue; proficiency with [CRM PLATFORM].","Setting qualification thresholds that disproportionately screen out protected classes without a documented business necessity — education requirements in particular have drawn EEOC scrutiny.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Qualifications — preferred","Additional credentials or experience that are desirable but not required, used to differentiate candidates without creating barriers to entry.","Preferred: experience selling into the [INDUSTRY] vertical; familiarity with [SALES METHODOLOGY — e.g., MEDDIC, Challenger]; [DEGREE] in [FIELD]; proficiency in [TOOL].","Listing preferred qualifications that are indistinguishable from required ones. If you will not consider a candidate without a credential, it belongs in the required section.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Compensation and benefits","Describes the base salary range, OTE, commission eligibility, and benefits — noting that specific plan terms are governed by a separate commission agreement.","Base Salary: $[MIN]–$[MAX] per year, commensurate with experience. OTE: $[AMOUNT] at 100% quota attainment. Commission and bonus eligibility are governed by the Company's Sales Compensation Plan as amended from time to time. Benefits: [HEALTH / DENTAL / VISION / 401K / PTO].","Stating a specific commission percentage or accelerator in the job description. If the commission plan changes and the job description doesn't, the older document can be cited as a contractual promise.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Working conditions and travel requirements","Specifies whether the role is on-site, hybrid, or remote; the expected travel percentage; and any physical or scheduling requirements relevant to ADA and accommodation analysis.","This role is [ON-SITE / HYBRID — X days per week / REMOTE]. Travel: up to [X]% domestically, including overnight stays. Standard hours: [DAYS], [START TIME]–[END TIME], with flexibility required during peak sales periods.","Omitting travel expectations entirely. A sales manager later asked to travel 40% of the time when the job description stated no travel requirement may have a constructive dismissal claim in some jurisdictions.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Performance expectations and KPIs","Documents the measurable standards against which the employee will be evaluated during reviews, including quota, pipeline coverage, team retention, and forecast accuracy.","Performance will be evaluated on: (a) team quota attainment — target [X]% of $[AMOUNT] per [PERIOD]; (b) pipeline coverage — maintain [X]× quota in active pipeline; (c) forecast accuracy — within [±X]% of weekly commit; (d) team retention — voluntary attrition below [X]% annually.","Setting performance expectations only verbally during onboarding and not in the job description. Without a written standard, termination for underperformance is harder to defend and creates wrongful-dismissal exposure.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Acknowledgment and signature block","A section where both the employer representative and the employee sign and date the document, confirming the employee has received and understood the job description.","I acknowledge that I have received, read, and understood this Job Description and agree that it accurately reflects the duties and expectations of my role. Employee Signature: ___________ Date: ___________ | Employer Representative: ___________ Title: ___________ Date: ___________","Collecting only the employee's signature and omitting the employer representative's signature and title. An unsigned document on the employer side is harder to authenticate in a dispute.",[332,337,342,347,352,357,362,367],{"step":333,"title":334,"description":335,"tip":336},1,"Complete the position identification block","Enter the exact job title, department, direct reporting line, FLSA classification, and effective date. Cross-reference your payroll and HRIS systems to ensure the title is consistent across all records.","Use the same title string in every HR document — offer letter, employment contract, and this job description — to prevent discrepancies that can complicate audits.",{"step":338,"title":339,"description":340,"tip":341},2,"Draft a concise position summary","Write 2–4 sentences describing what the role does, the scale of responsibility (team size, revenue target), and who it reports to. Focus on the role's output, not the person.","Run the summary past the hiring manager and the new employee's future peer group before finalizing — misaligned expectations at day one are a leading cause of early attrition.",{"step":343,"title":344,"description":345,"tip":346},3,"List core duties with measurable specifics","Enumerate 6–12 essential functions. Wherever possible, attach a number — team size, quota amount, pipeline multiple, or forecast frequency — so each duty is objectively measurable.","Distinguish between essential and marginal functions. The ADA requires employers to accommodate employees who can perform essential functions — a list that mixes the two creates legal ambiguity.",{"step":348,"title":349,"description":350,"tip":351},4,"Define required and preferred qualifications separately","Set minimum thresholds for experience, education, and skills in the required block. Move nice-to-haves to the preferred block. Review both against EEOC guidance to ensure no unintentional disparate-impact screening.","If a degree requirement is not genuinely necessary to perform the job, consider replacing it with 'or equivalent experience' — this broadens your candidate pool and reduces disparate-impact risk.",{"step":353,"title":354,"description":355,"tip":356},5,"Enter compensation range and reference the commission plan","State the base salary range and OTE. Reference the company's commission plan by name but do not reproduce its terms in this document. This keeps the job description current even when the commission plan is updated.","Several US states and cities (Colorado, New York City, California) now require salary ranges on job postings. Check your posting jurisdiction's law before publishing.",{"step":358,"title":359,"description":360,"tip":361},6,"Specify working conditions and travel expectations","State on-site, hybrid, or remote status and the expected travel percentage. Include any physical requirements that are genuinely essential to the role — lifting thresholds, standing, or irregular hours.","Overstating travel requirements discourages qualified candidates; understating them creates a constructive dismissal exposure if you later require more. Use the actual expected percentage, not a ceiling.",{"step":363,"title":364,"description":365,"tip":366},7,"Document performance expectations and KPIs","List the specific metrics against which the employee will be reviewed — quota attainment percentage, pipeline coverage ratio, forecast accuracy tolerance, and team retention rate.","Tie KPIs directly to the performance review cycle described in your employee handbook so the employee understands exactly how and when they will be evaluated.",{"step":368,"title":369,"description":370,"tip":371},8,"Obtain signatures before or on the start date","Have both parties sign the document before or on the employee's first day. File the signed copy in the employee's HR record and provide the employee with their own copy.","In common-law jurisdictions, presenting a job description — or any restrictive employment document — after the start date without fresh consideration may render parts of it unenforceable.",[373,377,381,385,389,393],{"mistake":374,"why_it_matters":375,"fix":376},"Vague duties with no measurable output","Duties like 'drive revenue growth' or 'lead the sales team' provide no objective standard for performance management. When termination for cause is necessary, the absence of documented expectations creates wrongful-dismissal exposure.","Attach a number to every key responsibility — quota amount, team size, pipeline multiple, or reporting frequency — so each duty has an objectively verifiable standard.",{"mistake":378,"why_it_matters":379,"fix":380},"Omitting the travel and working-conditions clause","A sales manager later required to travel 40% of the time when no travel was mentioned in the job description may have grounds for a constructive dismissal claim, particularly in Canada and the UK.","State the expected travel percentage and work location (on-site, hybrid, remote) explicitly, and update the document if working conditions change materially.",{"mistake":382,"why_it_matters":383,"fix":384},"Embedding commission plan terms in the job description","Commission plans change annually. If the job description specifies a 5% commission rate that the company later revises downward, the older document can be cited as a contractual promise in a wage claim.","Reference the commission plan by name only — 'governed by the Company's Sales Compensation Plan as amended from time to time' — and maintain the plan as a separate, updatable document.",{"mistake":386,"why_it_matters":387,"fix":388},"Not obtaining a signed acknowledgment","Without a signed acknowledgment, the employee can claim they were unaware of specific duties or performance expectations — undermining disciplinary actions and performance-improvement plans.","Include an acknowledgment block and collect dual signatures (employer and employee) before or on the start date. Store the executed copy in the employee's permanent HR file.",{"mistake":390,"why_it_matters":391,"fix":392},"Setting qualification thresholds that create disparate-impact risk","Education or experience requirements that are not genuinely necessary to perform the job can disproportionately screen out protected classes, exposing the employer to EEOC complaints and civil liability.","Review each qualification requirement against the actual duties. Where a degree is not essential, add 'or equivalent experience.' Document the business necessity for any threshold that could be challenged.",{"mistake":394,"why_it_matters":395,"fix":396},"Using the same job description for roles in multiple jurisdictions","A job description drafted for a US at-will employee may contain clauses — including the working-conditions and termination language — that are unenforceable or non-compliant in Canada, the UK, or the EU.","Maintain jurisdiction-specific versions of the document, or use a modular approach with a core description plus jurisdiction-specific addenda reviewed by local counsel.",[398,401,404,407,410,413,416,419,422],{"question":399,"answer":400},"What is a sales manager job description?","A sales manager job description is a formal document that defines the duties, qualifications, performance expectations, compensation structure, and reporting relationships for a sales management role. It serves as the authoritative record of what the employer expects the employee to do and is typically attached as a Schedule A to the employment contract. A signed job description also provides the documented standard needed to support performance management, coaching, and — if necessary — termination for cause.\n",{"question":402,"answer":403},"Is a job description legally binding?","A standalone job description is generally not a binding contract on its own, but it becomes legally significant in several contexts. When incorporated by reference into an employment agreement, it creates enforceable obligations. Courts and employment tribunals also rely on job descriptions to assess whether a termination was justified, whether a role change constituted constructive dismissal, and whether FLSA exemption classifications were correctly applied. A signed acknowledgment block strengthens the document's evidentiary value considerably.\n",{"question":405,"answer":406},"What should a sales manager job description include?","At minimum: position title and FLSA classification, reporting structure, a position summary, an enumerated list of core duties with measurable expectations, required and preferred qualifications, compensation range and OTE, working conditions and travel requirements, performance KPIs, and a dual-signature acknowledgment block. Missing any of these creates gaps that can complicate performance management and expose the employer to discrimination or wrongful-dismissal claims.\n",{"question":408,"answer":409},"Do I need to include a salary range in the job description?","In some US states and cities — including Colorado, California, New York City, and Washington — employers are legally required to include a salary range on any job posting. Even where not legally required, including a range reduces wasted interview cycles and demonstrates good-faith compliance with emerging pay-transparency expectations. Reference the commission plan by name rather than embedding specific rates, which can create contractual obligations when the plan changes.\n",{"question":411,"answer":412},"How specific should the duties section be?","Specific enough that the duties are objectively measurable, but flexible enough that reasonable role evolution does not require a contract amendment. A good test: could a third party — an HR director, a judge, or an arbitrator — read the duties section and determine whether the employee performed them? Attaching quotas, pipeline multiples, and reporting frequencies achieves this without locking the employer into impractical specificity.\n",{"question":414,"answer":415},"Can I use this job description as a Schedule A to an employment contract?","Yes — and in most cases you should. Incorporating the job description as Schedule A to the employment contract ensures that duties, qualifications, and performance expectations are part of the binding agreement. Have the employee initial Schedule A separately at signing to confirm they reviewed it. This prevents later claims that they were unaware of specific duties or performance standards.\n",{"question":417,"answer":418},"How often should a sales manager job description be updated?","Review it annually at minimum, and update it whenever the role's scope, reporting structure, quota, or working conditions change materially. If a change is significant — for example, adding a new geographic territory, substantially increasing quota, or shifting from on-site to remote — document the change in writing and obtain fresh acknowledgment from the employee. In common-law jurisdictions, unilateral material changes to job duties without agreement can constitute constructive dismissal.\n",{"question":420,"answer":421},"What is the difference between a job description and an offer letter?","An offer letter confirms the role, compensation, and start date to secure the candidate's acceptance — it is a summary document designed to close the hiring process. A job description is the comprehensive, operationally detailed record of the role's duties, qualifications, KPIs, and working conditions. The offer letter gets the candidate to say yes; the job description, attached to the employment contract, governs the working relationship from day one forward.\n",{"question":423,"answer":424},"Does a job description protect the employer in a wrongful dismissal claim?","A well-drafted, signed job description significantly strengthens the employer's position in a wrongful dismissal dispute. It establishes the documented standard against which performance is measured, supports the chain of evidence from role definition to performance review to termination decision, and demonstrates that the employee was aware of expectations from the start. Without it, employers are left relying on verbal accounts that are difficult to corroborate in arbitration or court.\n",[426,430,434,438],{"industry":427,"icon_asset_id":428,"specifics":429},"Technology / SaaS","industry-saas","Quota structure tied to ARR or MRR targets, CRM proficiency requirements, MEDDIC or Challenger sales methodology, and remote-first or hybrid working conditions are standard inclusions.",{"industry":431,"icon_asset_id":432,"specifics":433},"Financial Services","industry-fintech","FINRA or FCA licensing conditions as prerequisites, compliance-aware language around customer solicitation, and commission plan references that satisfy regulatory disclosure requirements.",{"industry":435,"icon_asset_id":436,"specifics":437},"Retail and Consumer Goods","industry-retail","Territory management, in-store or field-based working conditions, seasonal quota variability, and management of hourly field sales staff require specific duty and scheduling language.",{"industry":439,"icon_asset_id":440,"specifics":441},"Manufacturing and Industrial","industry-manufacturing","Technical product knowledge requirements, distributor and channel management duties, trade-show travel expectations, and FLSA outside-sales exemption considerations are commonly embedded.",[443,445,447,450],{"vs":238,"vs_template_id":239,"summary":444},"An employment contract is the master legal agreement governing the working relationship — covering IP assignment, confidentiality, non-compete, termination, and severance. A job description defines the scope, duties, and performance expectations of the specific role. The two documents work together: the job description is typically attached as Schedule A to the employment contract and incorporated by reference.",{"vs":249,"vs_template_id":250,"summary":446},"An offer letter confirms compensation, start date, and the role summary to close the hiring process. It is not a comprehensive operational document. A job description provides the full duty list, performance KPIs, qualification requirements, and working conditions that govern day-to-day employment. Relying on an offer letter alone leaves no documented standard for performance management.",{"vs":230,"vs_template_id":448,"summary":449},"sales-representative-job-description-D11754","A sales representative job description covers an individual contributor role with no direct-report management obligations. A sales manager job description adds team management duties, coaching responsibilities, forecast accountability, and people-management KPIs such as team quota attainment and voluntary attrition. The two documents are not interchangeable and should be maintained as separate records.",{"vs":116,"vs_template_id":246,"summary":451},"A contractor agreement engages a self-employed individual without employment entitlements — no benefits, no FLSA protections, no tax withholding. A job description is inherently an employee document. Using a job description for what is structured as a contractor engagement is a misclassification signal; the level of behavioral control implied by a duty-specific job description is a primary test for employment status under the IRS common-law test and similar standards worldwide.",{"use_template":453,"template_plus_review":457,"custom_drafted":461},{"best_for":454,"cost":455,"time":456},"Domestic hires in a single US state or Canadian province where the role is straightforward and non-executive","Free","30–60 minutes",{"best_for":458,"cost":459,"time":460},"Multi-state or cross-border hires, roles with complex commission structures, or industries with specific regulatory licensing requirements","$200–$500 for an employment lawyer or HR consultant review","2–5 business days",{"best_for":462,"cost":463,"time":464},"Senior sales leadership roles with equity, heavily regulated industries (financial services, healthcare), or jurisdictions with strict employment formality requirements","$800–$2,500+","1–2 weeks",[466,471,476,481],{"code":467,"name":468,"flag_asset_id":469,"note":470},"us","United States","flag-us","FLSA classification matters significantly — most sales managers qualify for the executive or administrative exemption from overtime, but the duties test must be met. Several states and cities (Colorado, California, New York City, Washington) require salary ranges on job postings. EEOC guidance restricts qualification requirements that have a disparate impact without demonstrated business necessity. California additionally limits the enforceability of non-compete and non-solicit language referenced in or attached to job descriptions.",{"code":472,"name":473,"flag_asset_id":474,"note":475},"ca","Canada","flag-ca","Provincial Employment Standards Acts set minimum notice, termination pay, and constructive dismissal standards — a material change to a job description without employee consent can constitute constructive dismissal. Quebec employers must provide documents in French. Pay transparency legislation is expanding across provinces; British Columbia and Prince Edward Island already require salary ranges on postings. The job description should be incorporated into the employment contract to ensure it displaces common-law entitlements.",{"code":477,"name":478,"flag_asset_id":479,"note":480},"uk","United Kingdom","flag-uk","Employers must provide a written statement of particulars on or before day one — a signed job description incorporated into that statement satisfies part of this requirement. Unilateral changes to job duties or working conditions without agreement can constitute constructive unfair dismissal under the Employment Rights Act 1996. The Equality Act 2010 requires that qualification thresholds be objectively justified to avoid indirect discrimination claims. Pay transparency requirements are under active legislative consideration as of 2025.",{"code":482,"name":483,"flag_asset_id":484,"note":485},"eu","European Union","flag-eu","The EU Transparent and Predictable Working Conditions Directive requires written terms — including a description of duties — within 7 days of hire. The EU Pay Transparency Directive, which member states must implement by June 2026, will require salary range disclosure in job postings. GDPR applies to any personal data collected during the hiring process, including candidate assessments tied to the job description's qualification criteria. Consultation obligations with works councils may apply in Germany, France, and other member states before formalizing role definitions.",[239,250,231,246,243,487,488,489,490,491,492,493],"non-disclosure-agreement-nda-D12692","employee-handbook-D712","employee-dismissal-letter-D508","employment-agreement-executive-D543","how-to-create-a-performance-improvement-plan-D12564","remote-work-agreement-D13282","exclusive-sollicitation-sales-commission-agreement-D1242",{"emit_how_to":191,"emit_defined_term":191},{"primary_folder":93,"secondary_folder":496,"document_type":497,"industry":498,"business_stage":499,"tags":500,"confidence":505},"job-descriptions","form","general","all-stages",[501,502,503,504],"hiring","hr","job-description","sales-manager",0.95,"\u003Ch2>What is a Sales Manager Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>Sales Manager Job Description\u003C/strong> is a formal document that defines the scope of authority, core duties, performance expectations, required qualifications, compensation structure, and reporting relationships for a sales management role. Unlike a casual role summary used only for recruiting, a properly drafted job description functions as the authoritative record of the employment relationship — incorporated by reference into the employment contract as Schedule A and signed by both the employer and the employee before the hire's first day. It establishes the documented standard against which performance is measured, KPIs are set, and — if necessary — termination for cause is defended.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Operating without a signed, detailed sales manager job description creates four compounding risks. First, without documented KPIs and quota expectations, performance management actions — written warnings, performance-improvement plans, and terminations — lack an objective evidentiary foundation, making wrongful-dismissal claims far harder to defend. Second, an undefined role invites scope disputes: a sales manager who later claims their territory, travel obligations, or team size changed materially from what was agreed may have a constructive dismissal argument in Canada, the UK, and EU jurisdictions. Third, embedding commission rate specifics in verbal conversations rather than a written document turns every plan amendment into a potential wage claim. Fourth, qualification thresholds that are not documented and reviewed against anti-discrimination standards expose employers to EEOC and equivalent complaints before the first interview is even scheduled. This template gives you a structured, jurisdiction-aware starting point that closes all four gaps — ready to attach to your employment contract and sign on day one.\u003C/p>\n",1778773457352]