Proposal forum post: https://forum.inverse.finance/t/payroll-restructuring-proposal/603

Summary

• End working group seasonal proposals

• A new General Coordinator will be responsible for submitting proposals to extend Payroll compensations twice a year

• A discretionary OpEx allowance mechanism will be proposed in a separate proposal

• Payroll contract will be modified to include an expiry date for each compensation

• In the event of non-extension, a contributor will be offered 3 months severance pay

Rationale

• The DAO needs to hold a single role responsible for ensuring talent performance and efficient spending

• Future and present contributors need to be able to negotiate pay and terms with a clear decision maker

• OpEx spending should be done in a coordinated fashion instead of isolated budgets for each working group

• Contributors must be offered severance in the event they are terminated in order to smoothly transition to a new role

Payroll changes

• Each Payroll recipient will be coupled with a future expiry date

• Governance proposals set both the yearly amount and expiry date for each recipient.

• If the expiry date elapses without extension, the recipient will stop accruing new funds but may withdraw any previously unclaimed funds.

Governance changes

• A DOLA allowance will be provided to the new Payroll contract. The allowance of the existing contract will not yet be removed until all contributors have transitioned.

Compensation extension process

• The General Coordinator will be expected to submit a compensation extension proposal biannually, one before the start of each calendar year and another before the start of the second half of the year.

• The General Coordinator may propose any changes to compensations in each extension proposal.

• The proposal should set the expiry date of extended compensations to 9 months later, assuming they will submit the next proposal in 6 months with the addition of 3 months of severance pay in case the future extension does not pass OR the future extension does not include an existing contributor.

• The General Coordinator may modify and resubmit their extension proposal any number of times in case of rejection by governance, as long as they remain on the proposer whitelist.

• The first compensation proposal will follow the enactment of this proposal and will be set to expire by the end of September 2026 (includes 3 months of severance), with the expectation that the next extension proposal will be submitted by the end of June 2026.

• In the event of disagreement with the General Coordinator’s proposals, contributors may appeal directly to governance voters either publicly or privately. Governance will be expected to encourage dissent and forbid the GC from taking retaliatory actions.

Designated General Coordinator

This proposal will designate Nour Haridy to fill the General Coordinator role. This proposal only establishes the GC as an informal role and does not grant it any on-chain privileges. The GC may only modify Payroll via governance proposals. Other governance participants may also submit their Payroll-related proposals if they choose to do so.

Future proposals

• A separate proposal is expected to manage discretionary opex spending by contributors.

• This proposal only applies to base compensation. A separate proposal will regulate INV-based incentive compensation.

On-chain actions

• Set 1,440,000 DOLA allowance to modified Payroll contract (1 year of current Payroll burn rate)