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EMPLOYMENT AGREEMENT BY AND BETWEEN
MADISON MEN AND MARGARET OLSON
This agreement is entered into on this the 28th
day of September, 2014 by and between Madison Men (a
Wisconsin Service Corporation), with place of business at 123 W. Plain View Road, Madison, Wisconsin,
hereinafter referred to as “Employer,” and Margaret Olson (a.k.a., Peggy Olson), hereinafter referred to as
WHEREAS the Employer desires to obtain the benefit of the services of the Employee, and the Employee
desires to render such services on the terms and conditions set forth.
IN CONSIDERATION of the promises and other good and valuable consideration (the sufficiency and
receipt of which are hereby acknowledged) the parties agree as follows:
The Employee agrees that she will at all times faithfully, industriously, and to the best of her skill, ability,
experience and talents, perform all of the duties required of her position. In carrying out these duties and
responsibilities, the Employee shall comply with all Employer policies, procedures, rules and regulations,
both written and oral, as are announced by the Employer from time to time. It is also understood and
agreed to by the Employee that her assignment, duties and responsibilities and reporting arrangements
may be changed by the Employer in its sole discretion without causing termination of this agreement.
EMPLOYEE’S DUTIES AND RESPONSIBILITIES
As a Copywriter, the Employee is required to perform the following duties and undertake the following
responsibilities in a professional manner.
(a) – Effective performance of work requiring invention, imagination, originality, and talent in the
creative endeavor of advertising.
(b) – To be available to the Employer as an as-needed basis for special projects in additional to basic 8-
hour work days.
(c) – The Employee’s basic work day shall consist of a typical 8-hour day with 30 minutes for lunch and 2
scheduled 15 minute breaks.
(d) – Other duties as may arise from time to time and as may be assigned to the employee.
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COMPENSATION AND BENEFITS
(a) As full compensation for all services provided the employee shall be paid at the salaried rate of
$50,000 per year. Such payments shall be subject to such normal statutory deductions by the Employer.
Wages are to be paid by direct deposit every other week, 26 pay periods per year.
(b) An annual bonus is available to the Employee on the successful completion of each year of
employment with the company. For the first year, the bonus is equal to 1% of the gross advertising
revenue generated by the accounts assigned to the Employee. The bonus shall increase by ½ of 1% per
year for each year of employment, maxing out at 5%. The bonus must be paid no later than December 31
of each calendar year provided that the Employee successfully completes each year’s employment. This
provision shall be nullified if the Employee has been terminated prior to successful completion of a full
year’s employment immediately prior to the issuance of the bonus.
(c) The salary mentioned in paragraph (l)(a) shall be review on an annual basis.
(d) All reasonable expenses arising out of employment shall be reimbursed assuming same have been
authorized prior to being incurred and with the provision of appropriate receipts.
(d) The Employer shall reimburse the Employee at a rate of $0.50 per mile for use of the Employee’s
personal vehicle when conducting Company business.
(e) The Employer shall at its expense provide the Employee with the Health Plan that is currently in place
or as may be in place from time to time, including group health plans for life, health, and dental
(f) – The Employee shall have an expense account, accessed by a Company-provided credit card, to be
used for miscellaneous qualifying expenses and lunches with clients. This card must be used for business
purposes only. Should the Employee have to pay for business expenses out of her own pocket, she will
be reimbursed only after providing expense receipts to the accounting department within a 60-day period.
(g) – Childcare will be provided by the Employer to the Employee at a rate of $8 per hour, per child.
(h) – Employer will offer bereavement and funeral leave to the Employee for a period of up to 2 weeks.
(i) – Severance pay is available to the Employee in the amount of the equivalent of 2 weeks’ wages.
The existence, nature, terms and conditions of this Agreement are strictly confidential and shall not be
disclosed by Employee in any manner or form, directly or indirectly, to any person or entity under any
circumstances. Further, Employee shall not discuss, comment upon, disparage, or disclose any
information, in any manner or form, directly or indirectly, to any person or entity, about:
(1) The Employer;
(2) Employer's officers, directors, shareholders, agents, other employees, or other representatives;
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(3) Any aspect of Employer's business or operations; and
(4) Any aspect of Employee's employment with Employer.
Employee shall not assist, or cooperate with, any other person or entity in committing any act which, if
committed by Employee, would constitute a violation of this section. Any violation of this section shall
be deemed a material breach of this Agreement by Employee.
(1) It is further acknowledged and agreed that following termination of the Employee’s employment with
Madison Men for any reason the Employee shall not hire or attempt to hire any current employees of
(2) It is further acknowledged and agreed that following termination of the Employee’s employment with
Madison Men for any reason the Employee shall not solicit business from current clients or clients who
have retained Madison Men in the 6 month period immediately preceding the Employee’s termination.
DURATION OF EMPLOYMENT
(a) The Employee may at any time terminate this agreement and his employment by giving not less than
two weeks written notice to the Employer.
(b) The Employer may terminate this Agreement and the Employee’s employment at any time, without
notice or payment in lieu of notice, for sufficient cause.
(c) The Employer may terminate the employment of the Employee at any time without the requirement to
show sufficient cause pursuant to (b) above, provided the Employer pays to the Employee an amount as
required by the Employment Standards Act 2000 or other such legislation as may be in effect at the time
of termination. This payment shall constitute the employees entire entitlement arising from said
(d) The employee agrees to return any property of Madison Men at the time of termination.
The parties understand and agree that the start date of this contract is to be immediately upon the
contract’s execution but is conditioned on the results of a mandatory drug test. The contract will expire
after the initial period of one year with opportunities for one year extensions available on an annual basis.
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Madison Men employees are expected to wear appropriate business attire. Employees are expected to
dress neatly and to exercise common sense in selecting clothing and footwear appropriate for a business
environment. Hair should be neatly groomed and worn in a businesslike style. Women should wear suits,
dresses, skirts with blouses or sweaters, or tailored slacks with professional blouses. Men should wear
suits, sports coats or collared dress shirts with a tie and dress slacks. Management in Madison Men’s
offices may declare certain days to be Casual Dress Days, which provide employees an opportunity to
dress more casually at the office. At headquarters, Casual Dress Day is the last Friday of every month.
Employees should wear appropriate casual clothing that is neat, clean and not overly revealing.
Participation in Casual Dress Day is a personal decision. Employees are expected to use good judgment
to ensure that their attire is appropriate for all activities (including meetings and client contact) that they
will be involved in that day. General guidelines regarding attire still apply on Casual Dress Days, and
field locations may adopt modified guidelines as appropriate to their environment. Shorts (except knee-
length shorts), tank tops, mesh shirts, cutoff shirts, thongs, sweat pants, jogging suits, caps, ripped jeans
and T-shirts with controversial slogans are not appropriate. Jeans and athletic footwear are acceptable so
long as they are in presentable condition. . . . As on regular workdays, managers have the final say on
what is appropriate attire for Casual Dress Days.
VACATIONS, HOLIDAYS, AND SICK PAY
(a) The Employee shall be entitled to vacations in the amount of 1 week per year after the first year of
employment, 2 weeks per year after the completion of 5 years, and 3 weeks per year after the completion
of 10 years.
(b) Sick pay is available immediately at one week per year.
(c) The following holidays will be observed as paid time, one day for each: New Year’s Day, Memorial
Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day.
The Employee will be provided with a written performance appraisal at least once per year and said
appraisal will be reviewed at which time all aspects of the assessment can be fully discussed.
This agreement shall be governed by the laws of the State of Wisconsin.
ALTERNATIVE DISPUTE RESOLUTION CLAUSE
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Should any dispute between Employee and Employer arise at any time out of any aspect of the
employment relationship, including, but not limited to, the hiring, performance or termination of
employment and/or cessation of employment with the Employer and/or against any employee, officer,
alleged agent, director, affiliate, subsidiary or sister company relationship, or relating to an application or
candidacy for employment, Employee and Employer will confer in good faith to resolve promptly such
dispute. In the event that Employer and Employee are unable to resolve their dispute, and should either
desire to pursue a claim against the other party, both Employer and Employee agree to have the dispute
resolved by final and binding Arbitration. The Employee and Employer agree that the Arbitration shall be
held in the county and state where Employee currently works for Employer or most recently worked for
The Arbitration shall be conducted by an Arbitrator(s) provided by an impartial third-party Arbitration
provider, National Arbitration and Mediation (“NAM”), and be subject to NAM’s Employment Rules and
Procedures and the Fee Schedule in effect at the time the claim is filed with NAM. To obtain a copy of
NAM’s Employment Rules and Procedures and the Fee Schedule in effect, or for general inquiries
regarding the dispute resolution process, NAM can be contacted at 1-800-358-2550, Att: Employment
All previously un-asserted claims arising under federal, state or local statutory or common law and all
disputes relating to the validity of this contract, as well this Arbitration provision, shall be decided by
final and binding Arbitration. Any award of the Arbitrator(s), is final and binding, and may be entered as
a judgment in any court of competent jurisdiction. In the event a court having jurisdiction finds any
portion of this agreement unenforceable, that portion shall not be effective and the remainder of the
agreement shall remain in effect.
This contract is the full and final expression of the parties’ agreement. Anything that might have been said
before signing or while signing this agreement is irrelevant.
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The parties hereto agree that in the event any article or part thereof of this agreement is held to be
unenforceable or invalid then said article or part shall be struck and all remaining provision shall remain
in full force and effect.
CHOICE OF LAW CLAUSE
Any dispute arising under the contract shall be determined in accordance with the law of the state of
SIGNATURES AND DATE
IN WITNESS WHEREOF the Employer has caused this agreement to be executed by its duly authorized
officers and the Employee has set his hand as of the date first above written.
Signature of Margaret Olson, Employee Signature of Donald Draper,
Department Head and Agent of Madison Men