Pay your Associate-level employees quickly and easily.

Distribute profits to different tiers of employees.

Distribute company shares for employees in a “deferred equity incentive plan” automatically.

AssociateProfitSplitter.sol — Level 1 starter code.

TieredProfitSplitter.sol — Level 2 starter code.

DeferredEquityPlan.sol — Level 3 starter code.

Level One is an AssociateProfitSplitter contract. This will accept Ether into the contract and divide the Ether evenly among the associate level employees. This will allow the Human Resources department to pay employees quickly and efficiently.

Level Two is a TieredProfitSplitter that will distribute different percentages of incoming Ether to employees at different tiers/levels. For example, the CEO gets paid 60%, CTO 25%, and Bob gets 15%.

Level Three is a DeferredEquityPlan that models traditional company stock plans. This contract will automatically manage 1000 shares with an annual distribution of 250 over 4 years for a single employee.

employee_one — The address of the first employee. Make sure to set this to payable.

employee_two — Another address payable that represents the second employee.

employee_three — The third address payable that represents the third employee.

address payable _one

address payable _two

address payable _three

balance — This function should be set to public view returns(uint), and must return the contract’s current balance. Since we should always be sending Ether to the beneficiaries, this function should always return 0. If it does not, the deposit function is not handling the remainders properly and should be fixed. This will serve as a test function of sorts.

deposit — This function should set to public payable check, ensuring that only the owner can call the function.

• In this function, perform the following steps:

  • Set a uint amount to equal msg.value / 3; in order to calculate the split value of the Ether.

  • Transfer the amount to employee_one.

  • Repeat the steps for employee_two and employee_three.

  • Since uint only contains positive whole numbers, and Solidity does not fully support float/decimals, we must deal with a potential remainder at the end of this function since amount will discard the remainder during division.

  • We may either have 1 or 2 wei leftover, so transfer the msg.value - amount * 3 back to msg.sender. This will re-multiply the amount by 3, then subtract it from the msg.value to account for any leftover wei, and send it back to Human Resources.

Create a fallback function using function() external payable, and call the deposit function from within it. This will ensure that the logic in deposit executes if Ether is sent directly to the contract. This is important to prevent Ether from being locked in the contract since we don’t have a withdraw function in this use-case.

Calculate the number of points/units by dividing msg.value by 100.

• This will allow us to multiply the points with a number representing a percentage. For example, points * 60 will output a number that is ~60% of the msg.value.

The uint amount variable will be used to store the amount to send each employee temporarily. For each employee, set the amount to equal the number of points multiplied by the percentage (say, 60 for 60%).

After calculating the amount for the first employee, add the amount to the total to keep a running total of how much of the msg.value we are distributing so far.

Then, transfer the amount to employee_one. Repeat the steps for each employee, setting the amount to equal the points multiplied by their given percentage.

For example, each transfer should look something like the following for each employee, until after transferring to the third employee:

• Step 1: amount = points * 60;

  • For employee_one, distribute points * 60.

  • For employee_two, distribute points * 25.

  • For employee_three, distribute points * 15.

• Step 2: total += amount;

• Step 3: employee_one.transfer(amount);

Send the remainder to the employee with the highest percentage by subtracting total from msg.value, and sending that to an employee.

Deploy and test the contract functionality by depositing various Ether values (greater than 100 wei).

• The provided balance function can be used as a test to see if the logic you have in the deposit function is valid. Since all of the Ether should be transferred to employees, this function should always return 0, since the contract should never store Ether itself.

• Note: The 100 wei threshold is due to the way we calculate the points. If we send less than 100 wei, for example, 80 wei, points would equal 0 because 80 / 100 equals 0 because the remainder is discarded. We will learn more advanced arbitrary precision division later in the course. In this case, we can disregard the threshold as 100 wei is a significantly smaller value than the Ether or Gwei units that are far more commonly used in the real world (most people aren’t sending less than a penny’s worth of Ether).

A two-minute primer on deferred equity incentive plans: In this set-up, employees receive shares for joining and staying with the firm. They may receive, for example, an award of 1,000 shares when joining, but with a 4 year vesting period for these shares. This means that these shares would stay with the company, with only 250 shares (1,000/4) actually distributed to and owned by the employee each year. If the employee leaves within the first 4 years, he or she would forfeit ownership of any remaining (“unvested”) shares.

• If, for example, the employee only sticks around for the first two years before moving on, the employee’s account will end up with 500 shares (250 shares * 2 years), with the remaining 500 shares staying with the company. In this above example, only half of the shares (and any distributions of company profit associated with them) actually “vested”, or became fully owned by the employee. The remaining half, which were still “deferred” or “unvested”, ended up fully owned by the company since the employee left midway through the incentive/vesting period.

• Specific vesting periods, the dollar/crypto value of shares awarded, and the percentage equity stake (the percentage ownership of the company) all tend to vary according to the company, the specialized skills, or seniority of the employee, and the negotiating positions of the employee/company. If you receive an offer from a company offering equity (which is great!), just make sure you can clarify the current dollar value of those shares being offered (based on, perhaps, valuation implied by the most recent outside funding round). In other words, don’t be content with just receiving “X” number of shares without having a credible sense of what amount of dollars that “X” number represents. Be sure to understand your vesting schedule as well, particularly if you think you may not stick around for an extended period of time.

Human Resources will be set in the constructor as the msg.sender, since HR will be deploying the contract.

Below the employee initialization variables at the top (after bool active = true;), set the total shares and annual distribution:

• Create a uint called total_shares and set this to 1000.

• Create another uint called annual_distribution and set this to 250. This equates to a 4 year vesting period for the total_shares, as 250 will be distributed per year. Since it is expensive to calculate this in Solidity, we can simply set these values manually. You can tweak them as you see fit, as long as you can divide total_shares by annual_distribution evenly.

The uint start_time = now; line permanently stores the contract’s start date. We’ll use this to calculate the vested shares later. Below this variable, set the unlock_time to equal now plus 365 days. We will increment each distribution period.

The uint public distributed_shares will track how many vested shares the employee has claimed and was distributed. By default, this is 0.

In the distribute function:

• Add the following require statements:

  • Require that unlock_time is less than or equal to now.

  • Require that distributed_shares is less than the total_shares the employee was set for.

  • Ensure to provide error messages in your require statements.

• After the require statements, add 365 days to the unlock_time. This will calculate next year’s unlock time before distributing this year’s shares. We want to perform all of our calculations like this before distributing the shares.

• Next, set the new value for distributed_shares by calculating how many years have passed since start_time multiplied by annual_distributions. For example:

  • The distributed_shares is equal to (now - start_time) divided by 365 days, multiplied by the annual distribution. If now - start_time is less than 365 days, the output will be 0 since the remainder will be discarded. If it is something like 400 days, the output will equal 1, meaning distributed_shares would equal 250.

  • Make sure to include the parenthesis around now - start_time in your calculation to ensure that the order of operations is followed properly.

• The final if statement provided checks that in case the employee does not cash out until 5+ years after the contract start, the contract does not reward more than the total_shares agreed upon in the contract.

Deploy and test your contract locally.

• For this contract, test the timelock functionality by adding a new variable called uint fakenow = now; as the first line of the contract, then replace every other instance of now with fakenow. Utilize the following fastforward function to manipulate fakenow during testing.

• Add this function to “fast forward” time by 100 days when the contract is deployed (requires setting up fakenow):

  function fastforward() public {     fakenow += 100 days; }

• Once you are satisfied with your contract’s logic, revert the fakenow testing logic.

Congratulate yourself for building such complex smart contracts in your first week of Solidity! You are learning specialized skills that are highly desired in the blockchain industry!

快速、轻松地向员工支付工资。

将利润分配给不同层次的员工。

在“递延股权激励计划”中自动为员工分配公司股份。

屁股ociateProfitSplitter.sol文件–一级起动代码。

TieredProfitSplitter.sol公司–2级起动代码。

延迟EquityPlan.sol–3级起动代码。

第一级是AssociateProfitSpliter合同。这将把乙醚纳入合同，并将乙醚平均分配给员工。这将使人力资源部能够快速有效地向员工支付薪酬。

第二级是分层利润分配器，它将不同百分比的乙醚分配给不同层级/级别的员工。例如，首席执行官的工资为60%，首席技术官的工资为25%，鲍勃的工资为15%。

第三级是一个延迟的公平计划，它模拟了传统的公司股票计划。该合同将自动管理1000股，在4年内为单个员工分配250股。

employeeu one–第一个雇员的地址。确保将此设置为“应付”。

employeeu two—另一个代表第二个雇员的应付地址。

employeeu three—代表第三名员工的第三个应付地址。

应付地址u one

应付地址u two

应付地址u three

balance—此函数应设置为public view returns（uint），并且必须返回合同的当前余额。因为我们应该总是向受益人发送乙醚，所以这个函数应该总是返回0。如果没有，存款功能将无法正确处理剩余部分，应予以修复。这将作为某种测试函数。

存款–此函数应设置为公共应付支票，以确保只有所有者可以调用此函数。

• 在此函数中，执行以下步骤：

  • 将uint amount设置为等于消息值/3；以计算乙醚的分流值。

  • 将金额转入员工账户。

  • 对employeeu two和employeeu three重复上述步骤。

  • 由于uint只包含正整数，而Solidity不完全支持浮点数/小数，因此我们必须在函数末尾处理一个可能的余数，因为amount将在除法过程中丢弃余数。

  • 我们可能剩下1或2个魏，所以转移消息值-金额*3返回邮件发件人. 这将把数量再乘以3，然后从消息值把剩下的小薇算上帐，并送回人力资源部。

使用function（）external payable创建一个回退函数，并在其中调用deposit函数。这将确保如果以太直接发送到合同，那么存放的逻辑将执行。这对于防止乙醚被锁定在合同中很重要，因为在这个用例中我们没有收回功能。

通过除以计算点数/单位消息值到100。

• This will allow us to multiply the points with a number representing a percentage. For example, points * 60 will output a number that is ~60% of the msg.value.

uint amount变量将用于存储要临时发送给每个员工的金额。对于每个员工，将金额设置为等于点数乘以百分比（例如，60代表60%）。

在计算完第一个雇员的金额后，将该金额添加到总数中，以保持一个连续的总数，即消息值我们目前正在分发。

然后，将金额转移到员工账户。对每位员工重复上述步骤，将金额设置为等于点数乘以其给定百分比。

例如，对于每个员工来说，每次调动都应该像下面这样，直到转移到第三个员工之后：

• 步骤1:金额=点数*60；

  • 对于员工1，分配点数*60。

  • 对于员工2，分配积分*25。

  • 对于员工3，分配积分*15。

• 第2步：合计+=金额；

• 第3步：员工_一、转让（amount）；

通过从总数中减去总数，将剩余部分发送给百分比最高的员工消息值，并将其发送给员工。

通过存储各种乙醚值（大于100μg）来部署和测试契约功能。

• 提供的余额函数可用作测试，以查看存款函数中的逻辑是否有效。因为所有的乙醚都应该转移给员工，所以这个函数应该总是返回0，因为合同本身不应该存储乙醚。

• 注意：100 wei阈值取决于我们计算积分的方式。如果我们发送小于100微，例如，80微，点将等于0，因为80/100等于0，因为余数被丢弃。我们将在本课程后面学习更高级的任意精度除法。在这种情况下，我们可以忽略阈值，因为100微是一个明显小于乙醚或Gwei单位的值，后者在现实世界中更为常用（大多数人发送的乙醚价值不低于一分钱）。

关于递延股权激励计划的两分钟入门：在这种情况下，员工在加入和留在公司时获得股份。例如，他们在加入时可获得1000股奖励，但这些股票的授予期为4年。这意味着这些股份将留在公司，每年只有250股（1000/4）实际分配给员工并由员工持有。如果员工在头4年内离职，他或她将丧失任何剩余（“未授予”）股份的所有权。

• 例如，如果员工在离职前的前两年只留下来，那么该员工的账户最终将持有500股股票（250股*2年），剩余的500股股票将留在公司。在上述例子中，只有一半的股份（以及与之相关的公司利润分配）实际“归属”或完全归员工所有。剩下的一半，仍然是“递延”或“未授予”，最终完全归公司所有，因为员工在激励/授予期中途离职。

• 根据公司、员工的专业技能或资历以及员工/公司的谈判立场，具体的授予期、授予股份的美元/加密价值以及股权百分比（公司所有权百分比）都会有所不同。如果你收到一家提供股权的公司的报价（那太好了！），只需确保你能澄清这些股票的当前美元价值（可能基于最近一轮外部融资所暗示的估值）。换言之，不要满足于只收到“X”个股，而对“X”个股所代表的金额没有一个可信的概念。一定要了解你的行权时间表以及，特别是如果你认为你可能不会停留在一个较长的时间。

人力资源将在构造函数中设置为邮件发件人，因为HR将部署合同。

在顶部的employee初始化变量下面（bool active=true；之后），设置总份额和年度分配：

• 创建一个名为tot的uint

• Create another uint called annual_distribution and set this to 250. This equates to a 4 year vesting period for the total_shares, as 250 will be distributed per year. Since it is expensive to calculate this in Solidity, we can simply set these values manually. You can tweak them as you see fit, as long as you can divide total_shares by annual_distribution evenly.

The uint start_time = now; line permanently stores the contract’s start date. We’ll use this to calculate the vested shares later. Below this variable, set the unlock_time to equal now plus 365 days. We will increment each distribution period.

The uint public distributed_shares will track how many vested shares the employee has claimed and was distributed. By default, this is 0.

In the distribute function:

• Add the following require statements:

  • Require that unlock_time is less than or equal to now.

  • Require that distributed_shares is less than the total_shares the employee was set for.

  • Ensure to provide error messages in your require statements.

• After the require statements, add 365 days to the unlock_time. This will calculate next year’s unlock time before distributing this year’s shares. We want to perform all of our calculations like this before distributing the shares.

• Next, set the new value for distributed_shares by calculating how many years have passed since start_time multiplied by annual_distributions. For example:

  • The distributed_shares is equal to (now - start_time) divided by 365 days, multiplied by the annual distribution. If now - start_time is less than 365 days, the output will be 0 since the remainder will be discarded. If it is something like 400 days, the output will equal 1, meaning distributed_shares would equal 250.

  • Make sure to include the parenthesis around now - start_time in your calculation to ensure that the order of operations is followed properly.

• The final if statement provided checks that in case the employee does not cash out until 5+ years after the contract start, the contract does not reward more than the total_shares agreed upon in the contract.

Deploy and test your contract locally.

• For this contract, test the timelock functionality by adding a new variable called uint fakenow = now; as the first line of the contract, then replace every other instance of now with fakenow. Utilize the following fastforward function to manipulate fakenow during testing.

• Add this function to “fast forward” time by 100 days when the contract is deployed (requires setting up fakenow):

  function fastforward() public {     fakenow += 100 days; }

• Once you are satisfied with your contract’s logic, revert the fakenow testing logic.

Congratulate yourself for building such complex smart contracts in your first week of Solidity! You are learning specialized skills that are highly desired in the blockchain industry!