A manager-managed LLC operating agreement is the document that assigns day-to-day control of the company to one or more designated managers while reserving major decisions for the members who own it. It works when some owners want to be passive, when the business needs leadership from outside the ownership group, or when there are too many members to run things by consensus. Getting the terms right is where all the leverage sits, because the agreement overrides most default rules in your state’s LLC statute.
What follows is the set of provisions that make this structure function in practice.
Define the Manager’s Authority and the Member-Reserved Decisions
Under the uniform LLC act adopted in some form by most states, a manager in a manager-managed LLC has exclusive decision-making power over ordinary business activities. The manager can sign contracts, open and manage bank accounts, hire and fire, negotiate leases, and direct marketing without a vote on each decision. With multiple managers, a majority vote among them controls routine matters.
Your agreement should list exactly which actions the manager can take alone and which require member approval. Without those boundaries, the default statute controls, and it may give the manager broader authority than the members intended. Typical carve-outs require member consent before the manager can borrow above a stated dollar threshold, guarantee another entity’s debt, sell a major asset, or enter a contract with a related party.
One point catches people off guard. Internal restrictions on the manager’s authority don’t automatically protect the LLC from contracts the manager signs with outsiders. Courts widely recognize apparent authority, which means a third party who reasonably believes the manager had power to act can enforce the deal against the company. The agreement gives the members a breach claim against the manager, but it won’t unwind a contract an outside vendor signed in good faith. Choosing the right manager matters more than writing the perfect restriction.
Fiduciary Duties the Agreement Can Shape but Not Eliminate
Managers owe the LLC and its members a duty of care and a duty of loyalty. Most states let the operating agreement modify these within limits, but no state lets you eliminate them.
The duty of care requires the manager to avoid grossly negligent or reckless decisions, intentional misconduct, and knowing violations of law. The standard is gross negligence, not ordinary negligence. A manager who makes a bad call in good faith after reasonable investigation generally won’t face personal liability for the outcome. The duty of loyalty is stricter: account to the LLC for any profit derived from company business or property, avoid dealing on behalf of anyone whose interests conflict with the LLC’s, and don’t compete with the company.
An obligation of good faith and fair dealing sits on top of both and applies to managers and members alike. If a manager follows the letter of the agreement but acts to harm the members’ reasonable expectations, this duty can still create liability.
Identify the Manager and Set Qualifications for Replacements
Name the initial manager by full legal name and address. Address qualifications for any replacement, such as industry experience or professional credentials, so the members aren’t arguing about eligibility during a transition.
Compensation and Expense Reimbursement
Spell out how the manager gets paid. Common structures include a fixed annual salary, a percentage of revenue or net income, performance bonuses tied to specific benchmarks, or some combination. Address reimbursement for legitimate business expenses like travel, professional services, and procurement costs. Vague language here breeds resentment. If the manager is also a member, keep compensation and profit-sharing streams clearly separated in the document.
For LLCs taxed as S corporations, the IRS scrutinizes whether the manager’s salary is reasonable for the work performed. Paying too little in salary to minimize payroll taxes invites an audit adjustment that reclassifies distributions as wages retroactively. The IRS suggests benchmarking compensation against comparable roles using publicly available salary data for similar positions and industries.1Internal Revenue Service. Paying Yourself
Removal, Resignation, and Succession
Under most state defaults, members can remove a manager at any time by majority vote without needing to show cause. The agreement can change this, requiring a supermajority or limiting removal to specific grounds like a felony conviction, material breach of the agreement, or incapacity. The right choice depends on how much stability the manager needs versus how much flexibility the members want.
For voluntary departures, set a notice period, typically 30 to 60 days, and outline how a temporary or permanent replacement gets appointed. Without a succession plan, a manager’s sudden departure can leave the LLC unable to sign contracts or access its own bank accounts until the members organize a vote.
Capital Contributions and Capital Calls
Document each member’s initial capital contribution, whether cash, property, or services, and describe how contributions are credited to individual capital accounts. Capital account balances often determine how liquidation proceeds are divided if the company winds down.
Address whether additional capital contributions can be required later. Most agreements require unanimous or supermajority member approval before anyone has to put in more money. Define the consequences if a member refuses a capital call: dilute the non-contributing member’s ownership percentage, treat the shortfall as a loan from the contributing members, or allow a buyout of the non-contributing member’s interest. Without these provisions, a cash-strapped LLC can deadlock when it needs funding.
One default rule surprises people. In most states, members have no right to withdraw their capital contribution before the LLC dissolves. If you want members to be able to pull out invested capital on some schedule, the agreement has to create that right explicitly.
Distributions and Profit Allocation
How and when members receive money is one of the most negotiated sections of any operating agreement. At minimum, cover three things: how profits and losses are allocated among the members (usually in proportion to ownership percentages, but not always), when the manager is authorized or required to distribute available cash, and the priority order of distributions.
Many agreements include mandatory tax distributions. The LLC sends each member enough cash to cover the estimated income taxes on their share of company profits, even if the members have agreed to reinvest everything else. This prevents the common problem where a member owes taxes on LLC income they never actually received. Tax distributions are typically calculated using the highest individual marginal tax rate and paid quarterly to align with estimated tax deadlines.
Beyond tax distributions, the manager usually has discretion over the timing and size of additional profit distributions, subject to any guardrails in the agreement. Some agreements require distributions whenever cash reserves exceed a stated threshold; others leave it entirely to the manager’s judgment. Either way, include language prohibiting distributions that would leave the LLC unable to pay its debts as they come due.
Member Voting Rights and Thresholds
While the manager handles ordinary business, members retain authority over decisions that fundamentally change the company. Common reserved powers include amending the operating agreement, admitting or removing members, approving mergers or asset sales outside the ordinary course, taking on debt above a specified amount, and dissolving the LLC.
Specify how voting power is allocated. The two approaches are per-capita voting (one vote per member regardless of ownership share) and proportional voting (votes weighted by ownership percentage). Most agreements use proportional voting because it ties control to economic risk.
Set quorum and approval thresholds clearly. A quorum is the minimum participation needed for a vote to be valid; a simple majority of ownership interests is the most common default. Approval thresholds can vary by decision type. Routine reserved matters might require a simple majority of those voting, while high-stakes actions like removing a manager, dissolving the company, or amending the profit-sharing provisions might require a two-thirds or three-quarters supermajority.
Transfer Restrictions and Buy-Sell Provisions
An LLC membership interest is not freely transferable, and the agreement should reinforce that. Most agreements prohibit any transfer without the prior written consent of the other members or the manager, sometimes both. Even with consent, the agreement can limit who qualifies as a permitted transferee.
There’s an important distinction between economic rights and governance rights. In most states, a member can transfer the right to receive distributions without transferring voting rights or management participation. The recipient becomes an “assignee” who gets the money but has no voice in the company. Full membership requires approval under whatever process the agreement establishes.
A buy-sell provision handles what happens when a member dies, becomes disabled, goes bankrupt, or simply wants to exit. Good buy-sell language covers the triggering events, whether the LLC or remaining members have the right (or obligation) to purchase the departing member’s interest, and the valuation method. Common valuation approaches include hiring an independent appraiser, using a formula based on a multiple of earnings or book value, or referencing a value the members agreed upon and update annually. A forced buyout at an unfair price is the fastest way to destroy a business relationship, so the valuation method deserves real attention.
A Process for Conflicts of Interest
Managers routinely encounter situations where their personal financial interests collide with the LLC’s. A manager who owns a separate company might want the LLC to lease office space from that company, or might want to invest personally in a deal the LLC is pursuing. Without a clear process, any self-dealing transaction is presumptively voidable by the members.
The standard safe harbor, recognized in most states, has three prongs. A transaction involving a manager’s personal interest can survive challenge if the manager fully discloses the conflict and all material facts to the members, the disinterested members approve the transaction in good faith, or the transaction is fair to the LLC at the time it’s authorized. Meeting any one condition is usually sufficient, but the smartest approach is to satisfy all three.
Build the process into the agreement. Require written disclosure of any conflict before the transaction closes, specify that only disinterested members vote on approval, and establish a standard for evaluating fairness (such as comparison to arm’s-length market terms).
Indemnification and D&O Insurance
Managers take on personal risk when they act on the LLC’s behalf, so include an indemnification provision that reimburses the manager for legal fees, settlements, and other costs arising from the role. Under the uniform LLC act, the company is required to indemnify a manager who incurred expenses while acting within the scope of their duties and in compliance with their fiduciary obligations.
Every state draws a hard line. No operating agreement can protect a manager against liability resulting from bad faith, deliberate dishonesty, or unauthorized personal financial gain. Attempting to indemnify those acts is void as a matter of law. State the indemnification right clearly, specify the process for requesting reimbursement of legal fees (including advancement of fees before a final judgment), and acknowledge the statutory exceptions.
Directors and officers liability insurance (D&O) provides a financial backstop. The policy covers legal defense costs and settlements for claims like alleged breach of fiduciary duty, mismanagement, and failure to comply with regulations. Most D&O policies exclude coverage for fraud and illegal profits, mirroring the statutory limits on indemnification. The policy gives the manager a layer of protection that doesn’t depend on the LLC’s willingness or ability to pay.
Dispute Resolution and Deadlock Breakers
Operating agreements that skip dispute resolution are betting that the members and manager will never disagree about anything important. That bet almost always loses. At minimum, require escalating steps before anyone can file a lawsuit.
A typical escalation starts with a mandatory negotiation period, usually 30 days, where the parties try to resolve the disagreement directly. If that fails, send the dispute to mediation. If mediation doesn’t work, the final step is binding arbitration. Arbitration is faster and usually cheaper than litigation, and it keeps the dispute confidential.
For LLCs with equal ownership splits, a deadlock-breaking mechanism is essential. When two 50-percent members can’t agree on a major decision, the company can grind to a halt, and the only option left is often judicial dissolution, where a court orders the LLC wound up and its assets sold. Common deadlock breakers include a mandatory buy-sell at appraised value (sometimes called a “shotgun” provision), referral of the specific decision to a neutral third party, or a right for either member to trigger dissolution on specified terms.
Tax Treatment, Self-Employment, and S Corp Elections
A multi-member LLC is taxed as a partnership by default. The LLC itself doesn’t pay federal income tax; profits and losses pass through to the members, who report them on their individual returns.2Internal Revenue Service. Limited Liability Company – Possible Repercussions Each year, the LLC files Form 1065 and issues a Schedule K-1 to every member showing their share of income, deductions, and credits.3Internal Revenue Service. 2025 Partner’s Instructions for Schedule K-1 (Form 1065) The agreement should assign responsibility for preparing and distributing these tax documents, along with deadlines, because a late K-1 means every member’s personal return gets delayed.
Members active in the LLC’s trade or business generally owe self-employment tax on their distributive share of income, whether or not any cash was actually distributed. Members who qualify as limited partners under the tax code may be exempt, but the IRS has never issued final regulations defining who qualifies. Some LLCs elect S corporation status by filing Form 8832 followed by Form 2553. Under S corp treatment, only the wages the LLC pays to the manager are subject to payroll taxes; the remaining profit distributed to members is not.2Internal Revenue Service. Limited Liability Company – Possible Repercussions
If the Manager Is Not a Member
If your manager is not a member of the LLC, the classification question flips. Members of an LLC taxed as a partnership cannot be treated as employees for federal employment tax purposes. A non-member manager who works under the LLC’s direction and control may qualify as an employee under the Department of Labor’s economic reality test, which looks at factors like the permanence of the relationship, the degree of control the LLC exercises, and whether the manager has an independent opportunity for profit or loss.4U.S. Department of Labor. Fact Sheet: Employee or Independent Contractor Classification Under the Fair Labor Standards Act If the non-member manager is an employee, the LLC has withholding, payroll tax, and benefits obligations to handle.
EIN Responsible Party
When the LLC applies for an Employer Identification Number, the IRS requires you to name a “responsible party,” defined as someone who controls or manages the entity’s funds and assets. The responsible party must be an individual, not the LLC itself. In a manager-managed LLC, this is typically the manager. If the manager changes, the LLC must report the new responsible party to the IRS on Form 8822-B within 60 days.5Internal Revenue Service. Responsible Parties and Nominees
Recordkeeping and Member Inspection Rights
Require the manager to maintain the company’s essential records at its principal place of business or another location accessible to the members. Most state LLC statutes require the company to keep, at minimum, a current list of members and their contact information, a copy of the operating agreement and any amendments, the articles of organization, federal and state tax returns for recent years, and financial statements.
Members have a statutory right in every state to inspect and copy these records, typically for any purpose reasonably related to their interest as an owner. The agreement can set reasonable conditions on inspection, like requiring written notice or limiting access to normal business hours, but it cannot eliminate the right entirely. This inspection right is one of the primary tools passive members have for monitoring the manager’s performance and verifying that distributions are being calculated correctly.
A Note on Corporate Transparency Act Reporting
As of March 2025, FinCEN’s interim final rule exempts all entities created in the United States from beneficial ownership information reporting under the Corporate Transparency Act. Only entities formed under foreign law and registered to do business in a U.S. state must report, and even those entities are not required to report U.S. persons as beneficial owners.6FinCEN. FinCEN Removes Beneficial Ownership Reporting Requirements for U.S. Companies and U.S. Persons Domestic LLCs that had been preparing to file beneficial ownership reports no longer need to do so, though this could change if FinCEN issues a new final rule.