The Mission, Vision & Values
of The Dustin Nulf Team
Our Mission: To build careers worth having, businesses worth owning, lives worth living, experiences worth giving, and legacies worth leaving.
Our Vision: To be the real estate team of choice for agents and their customers.
Our Values: Family through business. Faith & Family first, and then Business.
Dustin encourages all team members and employees to think in terms of Generational Wealth Creation.
Let’s create an empire of wealth, security and HAPPINESS for our immediate family as well as our Great, Great, Great-Grandkids!
...but remember; money is worthless without happiness.
Our Vision: To be the real estate team of choice for agents and their customers.
Our Values: Family through business. Faith & Family first, and then Business.
Dustin encourages all team members and employees to think in terms of Generational Wealth Creation.
Let’s create an empire of wealth, security and HAPPINESS for our immediate family as well as our Great, Great, Great-Grandkids!
...but remember; money is worthless without happiness.
WI4C2TS
Win-Win: or no deal
Integrity: do the right thing
Customers: always come first
Commitment: in all things
Communication: seek first to understand
Creativity: ideas before results
Teamwork: together everyone achieves more
Trust: starts with honesty
Success: results through people
Integrity: do the right thing
Customers: always come first
Commitment: in all things
Communication: seek first to understand
Creativity: ideas before results
Teamwork: together everyone achieves more
Trust: starts with honesty
Success: results through people
Expectations of Employees, Agents & Leaders
of The Dustin Nulf Team
Ethical Standards
The Dustin Nulf Team operates under 3 fundamental principles:
Legal Standards
Simple: Keep it legal at all times. Ignorance is not an excuse for illegal or unethical behavior.
Mindset Standards
Act like an Owner: Always act like the pickiest owner! Whether you are on the administrative staff, an agent, or a leader of the company, if you are ever faced with a dilemma in the quality of work or how to solve a problem, ask yourself “if I owned this business, what would I want to see done here?” And “Is this decision good for the Team as a whole or just good for me (or this particular client)?”
Be a Professional: Training should be a continuous aspect of being an agent. It’s okay to tell someone you don’t know the answer and that you will get back to them when you look it up or ask someone. A delayed correct answer is better than an immediate wrong answer. You are expected to attend trainings a few times a year, as well as attend team meetings.
Knowing the paperwork inside and out is the basis of good professionalism. You should be able to explain any questions that come up on the “basic” paperwork such as the BAC or listing paperwork or agreement of sale. If you don’t know them, read them over and write up a list of questions. There are videos on the team resource page as well as classes dedicated to the documents.
The other side of being a professional is knowing it’s okay to tell people “no” when they ask for too much. You are an agent, not a property manager. There is no need to coordinate cleaning companies, contractors, or any other repair companies. That is the seller’s responsibility. You should use your contacts (or our vendor list) to recommend companies or people, but you should not be booking the
Bonuses Based on Company Net Profit & Exempt Employees: As “part owner” we do expect you to EAT, SLEEP, BREATH, DREAM AND LIVE the business just like any productive owner would. This means, as a leader of the company, you may have to work extra hours and in order to ensure a profitable business and therefore a hefty bonus check at the end of the quarter/year.
Know your job and do it well - Our Team takes pride in the ability to provide splits, pay, bonuses and benefits that are FAR SUPERIOR to our competition. In order for this to be a win-win for both the employee and the company the following must be met by the employee:
Teach the newbies (be a leader) - There’s no “I” in team. We expect all of our agents, admins and supervisors to be leaders. Lead by example and lead through training. We never want to hear the phrase “that’s not my job.”
Graduated Commission Incentive Program:
During the first anniversary year of production for a new agent to the team, should he/she hit $4,000,000 in ACTUAL volume or more, the agent will graduate to a 55/45 split whereas the agent takes 55% of the gross commission instead of 50% for the remainder of that anniversary year and the following FULL calendar year. Agents taking advantage of a graduated commission split must close a minimum of $5,000,000 in ACTUAL volume during the full calendar year they are receiving the increased commission. Should they fail to close $5,000,000 in actual volume that year, they will move back to a 50/50 split for the following calendar year.
All agents who produce $5,000,000 or more in ACTUAL volume in a calendar year will be put on a 55/45 split the following calendar year and must maintain an ACTUAL closed volume of $5,000,000 or higher that year in order to maintain the higher split. Failure to do so and the spit reverts back to 50/50 for the next calendar year.
When an agent has closed $8,000,000 or higher in ACTUAL volume in a calendar year, he/she will then receive a graduated split of 60/40 for the next calendar year. In order to maintain this split, the agent will have to continue to close $8,000,000 or more in volume each calendar year.
Showing Assistance and other work for Licensed Agents:
A Team Agent may be able to help open doors for another agent for inspections and/or showings BUT you must make an agreement with the assisting-agent ahead of time and in writing AT LEAST through an email that shows the rate, frequency and acceptance of the offer made to the assisting-agent. The Dustin Nulf Team IS NOT IN ANY WAY responsible to pay or reimburse the assisting-agent for agreements made between an agent and an assisting-agent HOWEVER, should the lead agent deem for it to be necessary, he/she may commandeer the agent commissions in order to compensate unpaid assisting-agents per the agreement made by an agent who failed to live up to said agreement.
License Cost Reimbursement for New Agents Only: We will reimburse for the cost of RE Practice and Fundamentals classes, Licensing Exams (first try at these only) and the State Licensing Fees on a NEW AGENT’s first 3 closed deals. No closed deals = No reimbursement. Agent must provide receipts for all reimbursed items. No receipts = No reimbursement.
Other Incentives and Income Streams
for The Dustin Nulf Team Agents & Employees
Revenue Sharing (Team): The Dustin Nulf Team will implement Team Revenue Sharing upon the closing of $30,000,000 in Actual Volume during 1 calendar year cycle. Team members will earn 4% of the Team-side GCI per closed transaction on any deal closed by an agent that was referred to joining The Dustin Nulf Team by the referring Team Member.
Example: John refers Bob to join the team. Bob closes a deal that brings in a $10,000 GCI to the team. John gets a check for $400 for that deal as a Revenue Sharing Participant of The Dustin Nulf Team.
Long-Term Example: John has referred agents who closed $20,000,000 in volume this year. He will have taken home around $12,000 in Revenue Share this year on top of his personal closed transaction take.
Longer-Term Example: John has become the Lead Agent of the team and is responsible for recruiting up to $100,000,000 in closed volume that happened this year. John would have taken home around $60,000 in Revenue Share this year.
Newly-joined agents will be put into the Revenue Share Downline as the lead agent/recruiter sees fit. The lead agent/recruiter is NOT permitted to put an agent in his/her own downline unless that agent was NOT referred to the Team by any other agent on the team. If there is a conflict, then the lead agent/recruiter must bring the situation to the ownership/Director of Operations for approval.
It is HIGHLY ADVISED that all agents referring a possible recruit to the lead agent/recruiter do so first in an email and save a PDF copy of the email as proof of the recommendation. It is possible however that you may recommend an agent but another Team agent has recommended that agent as well. In this case the lead agent/recruiter will determine which Team agent has had the biggest influence in the new agent’s signing.
Administrative Downline Guide - Admins of the Team must put in at least 1 full Year of Full-Time employment with the team to be eligible for Revenue Sharing.
Agent Team Downline Guide - Agents can begin earning profit share as soon as signing on with the team provided the $30,000,000 minimum volume goal was achieved by the Team the previous year.
Profit Share (Team): Certain leadership and essential positions within the team will be offered profit share incentives per their employment contract.Profit Share (KWRI): see Profit Share AttachmentTeam Wealth Building: The Team plans to offer opportunities to buy shares of a collaborative holding company at some point in the future in order to create other streams of passive income and wealth-building opportunities for our agents.
Expansion Partner, Other Partnerships & Joint Ventures:
The ability for Agents and Employees to earn ownership in other Joint Ventures and Partnerships within and outside of the Team are possible. Bring all opportunities to leadership and be open to any that are brought to you by the Team leadership. Some opportunities on the horizon are:
Leads Policies:General Lead Policy
Leads Generated from Agent Listings - The Dustin Nulf Team makes every effort possible to ensure that the listing agent for a listing receives the majority of the leads that are generated from the advertising of that listing. We understand that KW has a policy of “my listing, my leads” however our Team contract supersedes the office contract. We DO NOT and CANNOT guarantee that a listing agent will receive 100% of the leads that come in from their specific listings. HOWEVER, we do guarantee that a producing agent will have more leads than he/she will know what to do with!
Buyer Leads - Our most plentiful leads, buyer leads are divvied out on a round robin basis to all agents who attended the weekly team meeting. If an agent does not attend or participate in Team activities, then he/she may be removed from the lead rotation for a week or more at the discretion of leadership. An agent may also request to be “opted out” of the lead rotation if he/she is too busy or will be away from town.
Seller Leads - Seller leads are Gold. Seller leads will only be distributed to agents who are:
Referrals from other agents - Referrals from other agents are typically a “guaranteed contract”. They will be aligned and assigned to the agent that we (the administrative staff & leadership) feel best fits the personality and experience needs of the referred client. We have 3 goals when assigning a referred client to a Team agent:
Referrals from Past Clients - If you opt-in, our interns and ISA’s will be actively prospecting to your past client database for you. Should you opt in and our ISA books an appointment for you from your Past Client Database you will be responsible for a referral fee to the Team in order to offset the overhead of the ISA’s work. If an appointment is generated from a Past Client of an agent that no longer works with the Team, a 35% referral will be charged to the agent who accepts the appointment. This does not include our regular daily marketing and past-client follow up activities and ONLY applies to very specific active prospecting that you are NOT required to opt-in to at this time.
Referrals from Dustin’s and other Leadership’s SOI and Personal Past Clients - If an appointment is generated from a Past Client or the SOI of someone in leadership, a referral fee will be charged to the agent who accepts the appointment.
Working with the Admin Staff: The admins are here to help the agents… they are your work assistants, but are not personal assistants. Admins will not be getting signatures, filling out paperwork, or showing properties for agents. The admins work-shift is during business hours and are not expected to work weekends or nights. If you turn in a listing on Friday at 9pm, it will not be processed until Monday afternoon at the earliest. No exceptions.
Agents are expected to communicate with the admins about their listings and deals, cc’ing them on emails and notifying them of any changes ASAP. Clients should be primed that the admins will contact them and clients will be expected to answer questions from the admins. They can only help you if you keep them up-to-date. Failure to communicate with Admins may result in the inability of them to actually assist you.
A licensed assistants may be able to help open doors for you for inspections and/or showings OUTSIDE of normal workday hours (the hours of 9am to 5pm on Weekdays) BUT you must make an agreement with the licensed assistant ahead of time and in writing AT LEAST through an email that shows the rate, frequency and acceptance of the offer made to the assistant. The Dustin Nulf Team IS NOT IN ANY WAY responsible to pay or reimburse the assistant/admin for agreements made between an agent and an admin HOWEVER, should the lead agent deem for it to be needed, he/she may commandeer agent commissions in order to compensate unpaid admins per the agreement made by an agent who failed to live up to the agreement. Admins are NEVER to do non-routine work such as this during the normal 9-5 business day. Double billing is wage theft and will be treated as such.
The Dustin Nulf Team operates under 3 fundamental principles:
- The Golden Rule: Do unto others as you would have done unto you. If you would not like to be on the receiving end of your own advice or actions then you shouldn’t be performing that advice or action.
- Win-win or no deal: If the deal isn’t a win for all parties involved then don’t do it. If all parties leave a deal happy, you know that repeat business will come your way, your reputation will remain intact and business will continue to grow for you in the long run. Closing deals in a dishonest, shady or sly manner without acting with long-run reputation and success in mind will not be tolerated by the Team.
- Integrity: ALWAYS do the right thing. At some point you will be put in a position where you must make a decision of doing the right thing and losing out on immediate income or gain OR doing the “shady” thing and perhaps taking an immediate commission or gain out of the situation. In every case, doing the right thing will lead you down a road of future success while doing the “shady” thing will likely tarnish your reputation and create a ripple of distrust in the community that hovers around your name and reputation as well as the Team's. The Dustin Nulf Team practices Game Theory in action and we are here to win the long game of real estate wealth. We are not here to "make a quick buck" or to cut corners.
Legal Standards
Simple: Keep it legal at all times. Ignorance is not an excuse for illegal or unethical behavior.
Mindset Standards
Act like an Owner: Always act like the pickiest owner! Whether you are on the administrative staff, an agent, or a leader of the company, if you are ever faced with a dilemma in the quality of work or how to solve a problem, ask yourself “if I owned this business, what would I want to see done here?” And “Is this decision good for the Team as a whole or just good for me (or this particular client)?”
- This is as simple as showing up to one of our listings and seeing trash in the yard. Would the owner want you to walk by the trash? Should you do your thing and leave the trash laying in the front yard? Does trash in the front yard make a property more or less marketable? What impression does it leave on our Team? Take action!!! Pick up the trash!
Be a Professional: Training should be a continuous aspect of being an agent. It’s okay to tell someone you don’t know the answer and that you will get back to them when you look it up or ask someone. A delayed correct answer is better than an immediate wrong answer. You are expected to attend trainings a few times a year, as well as attend team meetings.
Knowing the paperwork inside and out is the basis of good professionalism. You should be able to explain any questions that come up on the “basic” paperwork such as the BAC or listing paperwork or agreement of sale. If you don’t know them, read them over and write up a list of questions. There are videos on the team resource page as well as classes dedicated to the documents.
The other side of being a professional is knowing it’s okay to tell people “no” when they ask for too much. You are an agent, not a property manager. There is no need to coordinate cleaning companies, contractors, or any other repair companies. That is the seller’s responsibility. You should use your contacts (or our vendor list) to recommend companies or people, but you should not be booking the
Bonuses Based on Company Net Profit & Exempt Employees: As “part owner” we do expect you to EAT, SLEEP, BREATH, DREAM AND LIVE the business just like any productive owner would. This means, as a leader of the company, you may have to work extra hours and in order to ensure a profitable business and therefore a hefty bonus check at the end of the quarter/year.
Know your job and do it well - Our Team takes pride in the ability to provide splits, pay, bonuses and benefits that are FAR SUPERIOR to our competition. In order for this to be a win-win for both the employee and the company the following must be met by the employee:
- If you screwed up something then fix it.
- Learn "the basics" outside of the work day. Neither the Team nor it’s Clients should have to cover the cost of inexperience. If you feel that you could be doing something better on the job, then take the time off the job to learn it. (ie. Excel, Google, Gmail, Google Calendar, Dotloop and other similar systems are EXPECTED KNOWLEDGE of anyone working in ANY field. If you don’t know how to use the basics, don’t spend time learning how to use them on company time or to the disadvantage of our Team). YouTube is a great resource to learn how to do things you may not be 100% confident in. You can also learn great time-saving techniques that help you become more efficient at your job and therefore more valuable to the Team (and therefore earn more income!). We would like to see everyone on the Team become a master of their craft.
- If you don’t know how to complete a task properly, ask your supervisor to train you on that task before doing it. However, the supervisor’s response may be “Google it” or “YouTube it” and that IS an acceptable response. We may rely on you to learn how to use systems and tools that we may not already be using or know how to use. (ex. Hootsuite is not a “basic” system that someone may be expected to know immediately. It is also a tool that Leadership may not know how to use 100% effectively and an employee may be expected to learn how to use it by doing internet research on the clock.)
Teach the newbies (be a leader) - There’s no “I” in team. We expect all of our agents, admins and supervisors to be leaders. Lead by example and lead through training. We never want to hear the phrase “that’s not my job.”
- As a Team member, you will be expected to be in a position of leadership at times NO MATTER HOW NEW YOU ARE. One of the first responsibilities of leadership is training.
- Training a new crew member correctly will be more cost effective, less stressful and more productive over the long haul than assigning a new member a task and assuming they know how to complete the task only to find out that they are not doing it up to par.
- Always train following these steps: Show & Tell, Watch/Supervise, Trust & Verify
- Show & Tell: SHOW the Team member how to do the task and TELL them what you are doing and WHY you are doing it. Explaining “why” provides a deeper understanding and will help the Team to “figure things out” on his/her own easier in the future.
- Watch/Supervise: Watch while the Team member demonstrates what you just showed him/her. Provide feedback for improvement. The Team member should be allowed to practice the task with supervision several time (3-5 times).
- Trust & Verify: Supervision should not just end with the 2nd step. It continues on so long as you are a member of the Team. You will begin with 15 minute supervision check-ins and provide constructive feedback to the employee during those check ins. Gradually the employee should display improvement and be trusted on longer stints without supervision. An employee will never improve or meet quality assurance standards without supervision and constructive feedback.
Graduated Commission Incentive Program:
During the first anniversary year of production for a new agent to the team, should he/she hit $4,000,000 in ACTUAL volume or more, the agent will graduate to a 55/45 split whereas the agent takes 55% of the gross commission instead of 50% for the remainder of that anniversary year and the following FULL calendar year. Agents taking advantage of a graduated commission split must close a minimum of $5,000,000 in ACTUAL volume during the full calendar year they are receiving the increased commission. Should they fail to close $5,000,000 in actual volume that year, they will move back to a 50/50 split for the following calendar year.
All agents who produce $5,000,000 or more in ACTUAL volume in a calendar year will be put on a 55/45 split the following calendar year and must maintain an ACTUAL closed volume of $5,000,000 or higher that year in order to maintain the higher split. Failure to do so and the spit reverts back to 50/50 for the next calendar year.
When an agent has closed $8,000,000 or higher in ACTUAL volume in a calendar year, he/she will then receive a graduated split of 60/40 for the next calendar year. In order to maintain this split, the agent will have to continue to close $8,000,000 or more in volume each calendar year.
Showing Assistance and other work for Licensed Agents:
A Team Agent may be able to help open doors for another agent for inspections and/or showings BUT you must make an agreement with the assisting-agent ahead of time and in writing AT LEAST through an email that shows the rate, frequency and acceptance of the offer made to the assisting-agent. The Dustin Nulf Team IS NOT IN ANY WAY responsible to pay or reimburse the assisting-agent for agreements made between an agent and an assisting-agent HOWEVER, should the lead agent deem for it to be necessary, he/she may commandeer the agent commissions in order to compensate unpaid assisting-agents per the agreement made by an agent who failed to live up to said agreement.
License Cost Reimbursement for New Agents Only: We will reimburse for the cost of RE Practice and Fundamentals classes, Licensing Exams (first try at these only) and the State Licensing Fees on a NEW AGENT’s first 3 closed deals. No closed deals = No reimbursement. Agent must provide receipts for all reimbursed items. No receipts = No reimbursement.
Other Incentives and Income Streams
for The Dustin Nulf Team Agents & Employees
Revenue Sharing (Team): The Dustin Nulf Team will implement Team Revenue Sharing upon the closing of $30,000,000 in Actual Volume during 1 calendar year cycle. Team members will earn 4% of the Team-side GCI per closed transaction on any deal closed by an agent that was referred to joining The Dustin Nulf Team by the referring Team Member.
Example: John refers Bob to join the team. Bob closes a deal that brings in a $10,000 GCI to the team. John gets a check for $400 for that deal as a Revenue Sharing Participant of The Dustin Nulf Team.
Long-Term Example: John has referred agents who closed $20,000,000 in volume this year. He will have taken home around $12,000 in Revenue Share this year on top of his personal closed transaction take.
Longer-Term Example: John has become the Lead Agent of the team and is responsible for recruiting up to $100,000,000 in closed volume that happened this year. John would have taken home around $60,000 in Revenue Share this year.
Newly-joined agents will be put into the Revenue Share Downline as the lead agent/recruiter sees fit. The lead agent/recruiter is NOT permitted to put an agent in his/her own downline unless that agent was NOT referred to the Team by any other agent on the team. If there is a conflict, then the lead agent/recruiter must bring the situation to the ownership/Director of Operations for approval.
It is HIGHLY ADVISED that all agents referring a possible recruit to the lead agent/recruiter do so first in an email and save a PDF copy of the email as proof of the recommendation. It is possible however that you may recommend an agent but another Team agent has recommended that agent as well. In this case the lead agent/recruiter will determine which Team agent has had the biggest influence in the new agent’s signing.
Administrative Downline Guide - Admins of the Team must put in at least 1 full Year of Full-Time employment with the team to be eligible for Revenue Sharing.
Agent Team Downline Guide - Agents can begin earning profit share as soon as signing on with the team provided the $30,000,000 minimum volume goal was achieved by the Team the previous year.
Profit Share (Team): Certain leadership and essential positions within the team will be offered profit share incentives per their employment contract.Profit Share (KWRI): see Profit Share AttachmentTeam Wealth Building: The Team plans to offer opportunities to buy shares of a collaborative holding company at some point in the future in order to create other streams of passive income and wealth-building opportunities for our agents.
Expansion Partner, Other Partnerships & Joint Ventures:
The ability for Agents and Employees to earn ownership in other Joint Ventures and Partnerships within and outside of the Team are possible. Bring all opportunities to leadership and be open to any that are brought to you by the Team leadership. Some opportunities on the horizon are:
- Title Company Joint Ventures
- Mortgage Company Ownership
- Insurance Company Ownership
- Holding Company Joint Ventures
- Expansion Region Ownership
- Expansion Partnerships
Leads Policies:General Lead Policy
- Buyer leads are divvied out on a round-robin basis with no preferential treatment toward any agent (see below on required attendance)
- Seller leads are provided to agents who ask for them (see required activities below)
- Bringing in more listings will result in more and a higher-quality of Seller lead production.
- No referral fee is ever charged on our standard lead pool.
- If you can handle more leads, we will send you more leads.
- If you opt out of leads or you become too busy or are unresponsive to communications, you will be opted out of receiving leads by our staff.
- Agents who perform at higher levels will be handed pre-qualified leads from the leadership’s past-client and Sphere of Influence databases.
- Leadership may charge a referral for these “special” pre-qualified leads and will expect agents receiving the leads to close them and give them a proper amount of urgent attention.
- Agents may be able to opt-in to having an ISA or OSA book appointments for them HOWEVER a referral fee will be due to the Team at a predetermined rate.
Leads Generated from Agent Listings - The Dustin Nulf Team makes every effort possible to ensure that the listing agent for a listing receives the majority of the leads that are generated from the advertising of that listing. We understand that KW has a policy of “my listing, my leads” however our Team contract supersedes the office contract. We DO NOT and CANNOT guarantee that a listing agent will receive 100% of the leads that come in from their specific listings. HOWEVER, we do guarantee that a producing agent will have more leads than he/she will know what to do with!
Buyer Leads - Our most plentiful leads, buyer leads are divvied out on a round robin basis to all agents who attended the weekly team meeting. If an agent does not attend or participate in Team activities, then he/she may be removed from the lead rotation for a week or more at the discretion of leadership. An agent may also request to be “opted out” of the lead rotation if he/she is too busy or will be away from town.
Seller Leads - Seller leads are Gold. Seller leads will only be distributed to agents who are:
- Practicing script and role-play at least 3 times per week AND
- Actively prospecting for listing business AND
- Actively and Successfully bringing in Listings on a regular basis
Referrals from other agents - Referrals from other agents are typically a “guaranteed contract”. They will be aligned and assigned to the agent that we (the administrative staff & leadership) feel best fits the personality and experience needs of the referred client. We have 3 goals when assigning a referred client to a Team agent:
- Get them to the closing table
- Give them the best possible customer service so...
- We can get multiple other referrals from them as a past client for years to come
Referrals from Past Clients - If you opt-in, our interns and ISA’s will be actively prospecting to your past client database for you. Should you opt in and our ISA books an appointment for you from your Past Client Database you will be responsible for a referral fee to the Team in order to offset the overhead of the ISA’s work. If an appointment is generated from a Past Client of an agent that no longer works with the Team, a 35% referral will be charged to the agent who accepts the appointment. This does not include our regular daily marketing and past-client follow up activities and ONLY applies to very specific active prospecting that you are NOT required to opt-in to at this time.
Referrals from Dustin’s and other Leadership’s SOI and Personal Past Clients - If an appointment is generated from a Past Client or the SOI of someone in leadership, a referral fee will be charged to the agent who accepts the appointment.
Working with the Admin Staff: The admins are here to help the agents… they are your work assistants, but are not personal assistants. Admins will not be getting signatures, filling out paperwork, or showing properties for agents. The admins work-shift is during business hours and are not expected to work weekends or nights. If you turn in a listing on Friday at 9pm, it will not be processed until Monday afternoon at the earliest. No exceptions.
Agents are expected to communicate with the admins about their listings and deals, cc’ing them on emails and notifying them of any changes ASAP. Clients should be primed that the admins will contact them and clients will be expected to answer questions from the admins. They can only help you if you keep them up-to-date. Failure to communicate with Admins may result in the inability of them to actually assist you.
A licensed assistants may be able to help open doors for you for inspections and/or showings OUTSIDE of normal workday hours (the hours of 9am to 5pm on Weekdays) BUT you must make an agreement with the licensed assistant ahead of time and in writing AT LEAST through an email that shows the rate, frequency and acceptance of the offer made to the assistant. The Dustin Nulf Team IS NOT IN ANY WAY responsible to pay or reimburse the assistant/admin for agreements made between an agent and an admin HOWEVER, should the lead agent deem for it to be needed, he/she may commandeer agent commissions in order to compensate unpaid admins per the agreement made by an agent who failed to live up to the agreement. Admins are NEVER to do non-routine work such as this during the normal 9-5 business day. Double billing is wage theft and will be treated as such.
