What is The New Virtual Organization World?
It's a new world made possible by 1) the invention of the Internet; 2) the invention of the World Wide Web in 1989 by Tim Berners-Lee at CERN in Geneva, Switzerland; 3) the invention of the first graphical, easy to use and install, and widely available "Mosaic browser" by Marc Andreessen and fellow team members at NCSA (National Center for Supercomputing Applications at University of Illinois at Urbana–Champaign) released in September 1993; 4) Bill Gates and Microsoft's revolutionary "License the Operating System" business model which made it affordable and possible for the masses to obtain a computer and gain access to the World Wide Web; 5) the founding of the Virtual Organization Management discipline in 1997; and, last but not least, 6) a never-ending stream of innovation in internet technology and all the other sciences from individuals and entities all over the globe that is widely made available all over the internet.
(Without the Virtual Organization Management discipline, The New Virtual Organization World cannot and does NOT exist. The most you can wind up with is what today's general public is currently very familiar with: Virtual Chaos.)
The conflagration of all the preceding and recurring events and forces has set in motion invisible, powerful, invincible and unstoppable forces and entities which can be marshaled and organized on the Web (i.e., in a virtual environment). Hence the reason for the name: The New Virtual Organization World. It's just another way of saying, "It's a New World, It's Virtual, and It's Organized."
The simple fact is that most freelancers, digital or brick-and-mortar, do not have the luxury to employ others to assist them on a project and, from a practical standpoint, may not want the burdens and legal responsibilities associated with the hiring of additional help and prefer to go it alone until the end of their assignment, engagement or project. Thus requiring them to focus their energies on the one client providing the more lucrative assignments. The net effect of which may cause them to wind up relying on one major client as their primary source of income (which may, in turn, jeopardize their "independent contractor" status and unduly expose their clients to the possibility of labor lawsuits and fines from local or federal labor regulatory agencies).
Today's Prognosis for Life in Virtual Chaos
The common denominator being that they have all been exposed to the VIRTUAL ORGANIZATION environment instead of just a "virtual" environment. No more Wild Wild West and every man for himself!
Minimum Annual Compensation (in $USD) for a Virtual Organization Collaborator:: Current compensation package. No reduction in total compensation is allowed during the 90-Day Training.
Prevention of Employee Abuse and Exploitation:: In order to prevent the abuse and exploitation of this status by current and future employers, the length of the Virtual Organization Collaborator status has a definite duration of 90 consecutive calendar days (the exact length of the 90-Day Training at VOMI Virtual Organization Academy).
Moreover, the Virtual Organization Collaborator status can be granted ONLY ONCE throughout the lifetime of any individual employee regardless of any current or previous employer relationships.
In other words, once an individual has worked as a Virtual Organization Collaborator at any Virtual Organization Employer in the world which is formally recognized by Virtual Organization Management Institute, a new employer is expressly prohibited from hiring or appointing such individual in this capacity.
1) Entry, Junior and Staff Level Business Development, Sales and Marketing Personnel currently employed at a Virtual Organization Employer formally recognized by Virtual Organization Management Institute ("VOMI"), and now participating in an apprenticeship program for a minimum period of 90 consecutive calendar days but, in any event, for no more than a total of 180 consecutive calendar days, under the direct supervision of a Virtual Organization Leader or Virtual Organization Leadership Executive in "Good Standing."
Minimum Annual Compensation ($USD) for Participating Entry, Junior and Staff Level Business Development, Sales and Marketing Personnel:: Current compensation package. No reduction in total compensation is allowed during the 90-180 day apprenticeship period.
Virtual Organization Employer Restrictions:: Virtual Organization Employers as well as ALL OTHER EMPLOYERS are expressly prohibited from offering the Virtual Organization Apprentice opportunity, either directly or indirectly through any other means, to any external candidates for such Entry, Junior and Staff Level Business Development, Sales and Marketing position within their organization.
THIS OPPORTUNITY CAN ONLY BE OFFERED TO EXISTING EMPLOYEES who are now working on a permanent, full-time, salary plus benefits basis.
Automatic Eligibility for "Virtual Organization Collaborator" Position at Any Virtual Organization Employer:: Upon successful completion of the virtual organization apprenticeship, all category participants will automatically be eligible for consideration for the aforementioned Virtual Organization Collaborator position at either their current or any other Virtual Organization Employer.
2) Senior Level Sales Executives who are either currently unemployed or not gainfully employed (i.e., not working in their regular field of employment) and seek to make the transition to a 100% virtual organization environment at a Virtual Organization Employer formally recognized by Virtual Organization Management Institute. During their employment, they must work in a 100% virtual organization environment under the direct supervision of a Virtual Organization Leader or Virtual Organization Leadership Executive in "Good Standing."
No Travel to Any Brick-And-Mortar Location:: NO travel to a physical corporate location or any client location is permitted during the executive's term of employment.
Sales Executives Must Meet FLSA's Definition of Outside Sales Employees:: These sales executives must currently meet the definition of Outside Sales Employees under the FLSA (Fair Labor Standards Act) as of October 25, 2017 :: See Exemption for Outside Sales Employees Under the Fair Labor Standards Act (FLSA) ::
Fixed-Term Employment with "Early Termination" and "Duty to Mitigate Damages" Clauses:: The term of employment is fixed for a period of 6 months (a total of 180 consecutive calendar days) and the employment contract must include an enforceable Early Termination Clause which deals with "for cause" and "without cause" terminations. In addition, the contract must include a clause which obligates the employee to mitigate damages upon early termination of employment.
Commission-Only Compensation (in $USD) for All Sales Executives:: ALL sales executives MUST be paid strictly on a commission-only basis at a minimum rate of 10% of Net Sales for each individual sale. Net Sales is computed as follows: Total Sales less Refunds, Returns, Sales Allowances and Sales Discounts.
However, the employer has the option to include a Base Salary with the commission in return for a lower commission rate instead of the required minimum 10% of Net Sales, subject to the sales executive's specific approval of the new rate in writing, however, in no event can the new rate be less than 5% of Net Sales.
No Fixed-Term Employment Renewal or Extension:: The fixed-term employment contract cannot be renewed for an additional fixed-term of 180 consecutive calendar days nor can the fixed-term be extended beyond the original 180-day period.
Employment Eligibility and Compensation Beyond Fixed-Term Employment of 180 Days:: Upon termination and successful conclusion of fixed-term employment, any subsequent employment (which immediately follows the apprenticeship) with either a current or any other Virtual Organization Employer must be based on position availability and upon mutual consent, and such employment requires the execution of a new employment contract with one of the following characteristics: (a) a long-term contract with a minimum 2-year term, (b) an indefinite-term contract, (c) a written "employment-at-will" contract, or (d) the standard "employment-at-will" contract.
Such new employment contract with the current or any other Virtual Organization Employer must include that employer's sponsorship of the formal Virtual Organization Leadership Executive Training, Assessment and Certification and award of the Virtual Organization Leadership Executive official designation offered at VOMI Virtual Organization Academy.As well, any future compensation package received by an executive from either a current or any other Virtual Organization Employer during their lifetime MUST, at the very least, include the minimum annual base salary plus incentives and company benefits reserved for the aforementioned Virtual Organization Leader employee classification.
"Virtual Chaos" World Employee Equivalent. For purposes of comparing this employee with colleagues operating within the Virtual Chaos world, this employee classification is a combination of a Remote Worker and a Globally Distributed Team Member in a Senior Level capacity who has been selected to participate in this apprenticeship in order to be introduced to the Virtual Organization Environment as well as to determine this individual's suitability for life as a potential Virtual Organization Leader or Virtual Organization Leadership Executive.
1) Cost of the 90-Day Training:: A Current Employer must incur the full cost of the 90-Day Training (90 consecutive calendar days only).
2) Compensation to Executive During Training Paid by Current Employer:: There should be absolutely no change to a current employee's compensation during the 90-Day Training period.
3) Work Assignment by Employer of Currently Employed Executive During Training:: Current Employers are expressly prohibited from assigning any corporate work to a participating executive during the entire 90-Day Training period. As well, they are required to ensure that each training participant refrains from participating in any corporate work activities during the 90-Day Training period.
1) Cost of the 90-Day Training:: A Prospective employer must incur the full cost of the 90-Day Training (consecutive calendar days only).2) Compensation to Executive During Training Paid by Prospective Employer:: A prospective employer is NOT required to provide any form of compensation during the training of a "prospective employee" who is under consideration for a full-time or part-time virtual organization position and has been selected to undergo the 90-Day Training. However, such "prospective employee" must have received from their prospective employer a "formal tentative offer" for a specific virtual organization position contingent upon the successful completion of the 90-Day Training program.
The prospective employer may, however, include in such conditional offer of employment (the "formal tentative offer") a Lump-Sum Cash Performance Award or Sign-On Bonus to a "prospective employee" who has successfully completed the 90-Day Training program.
(VOMI highly recommends this form of financial inducement to "prospective employees" who are either Currently Unemployed or Working Part-Time and thus may want some sort of psychological assurance (not guarantee) that the prospective employer is truly intent on hiring the candidate upon successful completion of the 90-Day Training program prior to either suspending their search for a full-time position or taking a temporary leave of absence from their current part-time position.)
3) Work Assignment by Prospective Employer of Executive Candidate During Training:: Prospective Employers are expressly prohibited from assigning any corporate work to, or from engaging in any form of communication with, the prospective employee during the entire 90-Day Training period. As well, they are required to formally notify each prospective employee of this "corporate work and communication prohibition" during the entire 90-Day Training period and must ensure that all training program participants remain in full compliance with this directive.
With respect to Virtual Collaborators which, by definition, are NOT considered to be "employees," the terms of collaboration MUST also be based on this basic Global Equitable Compensation concept.For example, IF Company X offers a "Virtual Organization Leader" in the US an annual compensation package which consists of an annual base salary of $100,000 (one hundred thousand US dollars) and a 1% cash performance bonus for sales in excess of a minimum monthly sales quota of USD $1 million AND a "Virtual Organization Executive" in Thailand has to meet the same performance requirements, THEN the compensation package for the executive in Thailand MUST equal that of the executive in the US in US currency. It does not, and should not, matter whether the cost of living in Thailand is substantially lower than that of the US.
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