--0000000000005373dc05e4517a40 Content-Type: text/plain; charset="UTF-8" Content-Transfer-Encoding: quoted-printable Hey Steve, Looks good to me! My only concern would be that the start of care date (August 23rd) has been pushed back already twice. If that date got pushed back again, would it make the contract void? Thanks, On Wed, Jul 20, 2022 at 2:22 PM Steve Koyanagi wrote= : > Let me know your thoughts on the attached. Also looping in Shameema. > > On Wed, Jul 20, 2022 at 6:51 AM Timothy Thomas wrote: > >> Hi Steve, >> >> Here are the responses to your questions. >> >> 1. Is this structured as a retention bonus or a retention payment? Pay i= s >> based on the schedule they would have had as of June 23rd. The schedules >> vary depending on the employee but it's approximately 80hours every two >> weeks. >> 2. What date did we start paying the caregivers? June 23rd >> 3. At what hourly rate? $25/ hour >> 4. How many hours per day/week are they being paid for? There is no >> standard amount as their schedule rotates so they will be paid in >> accordance with their schedule. Some weeks more than or less than others >> 5. When do we expect the client to start services? August 16 >> 6. If the CG resigns before actual work, is our intent to claw back the >> entire amount? We would like to take back as much as possible if they do >> not complete work, ideally all of it. >> >> Thanks >> Tim >> >> 1. Structured retention: Pay is based on the schedule they would have ha= d >> as of June 23rd. >> 2. June 23rd >> 3. $25 an hour >> 4. There is no standard amount as their schedule rotates so they will be >> paid in accordance with their schedule. Some weeks more than or less tha= n >> others >> 5. Expected start date: Aug 16 >> 6. We would like to take back the entire amount if they do not complete >> work >> >> On Mon, Jul 18, 2022 at 3:44 PM Steve Koyanagi >> wrote: >> >>> We should be good to just structure it as a retention bonus or payment. >>> Can you give me the exact business terms? >>> >>> When did we start paying them and at what hourly rate and how many hour= s >>> a day? I believe it is 8 hours per day at the CG's hourly rate? When = do >>> we expect the client to start services? If the CG resigns before actua= l >>> work, is our intent to claw back the entire amount? >>> >>> I can quickly run this by Nova Scotia counsel to confirm but >>> conceptually I think as long as we're clear in the terms with the CG th= en >>> it shouldn't be an issue. >>> >>> On Mon, Jul 18, 2022 at 12:35 PM Timothy Thomas wrote: >>> >>>> Hi Steve, >>>> >>>> Did you ever hear back from council on whether or not we could have ou= r >>>> CG's in Nova Scotia (who are being paid a retainer and not actively >>>> working) sign a separate contract that claws back a portion of the ret= ainer >>>> should they leave before the actual work begins? >>>> >>>> Thanks >>>> >>>> -- >>>> Tim Thomas >>>> Head of Canada Division >>>> *Please note my email has changed:* >>>> tt@TheKey.com >