Alaska HR assistant employment contract template

Alaska HR Assistant Employment Contract

This Full-Time HR Assistant Employment Agreement ("Agreement") is made and effective as of [Date], and is governed by the laws of the State of Alaska.

Between:

[Employer Legal Name], a company organized under the laws of Alaska, with a principal place of business at [Employer Address], Alaska ("Employer").

And:

[Employee Full Name], residing at [Employee Address], Alaska ("Employee").

1. Position:

• Option A: The Employer hereby employs the Employee as a HR Assistant.
• Option B: The position of HR Assistant reports to [Reporting Manager Name], whose title is [Reporting Manager Title].
• Option C: Delegation of authority for HR matters is as outlined in the Employer's HR Policy Manual.

2. Job Duties:

• Managing onboarding and offboarding processes for employees.
• Processing payroll within Alaska wage and hour rules, referencing Alaska Stat. § 23.10.055.
• Maintaining accurate and confidential personnel files.
• Executing background checks in line with Alaska regulations and company policy.
• Coordinating benefits and leave administration with reference to applicable Alaska statutes, including the Alaska Family Leave Act.
• Facilitating employee communication.
• Ensuring proper compliance with labor posters and wage notice obligations mandated by Alaska.
• Assisting with recruitment and interview scheduling.
• Handling workers’ compensation paperwork per Alaska Stat. § 23.30.
• Supporting compliance with Alaska-specific labor and employment law reporting.
• Other duties as assigned by the Employee's supervisor.

3. Work Location:

• Option A: The primary worksite is the Employer’s business location at [Employer Address], Alaska.
• Option B: The Employee will work remotely, subject to Employer policies and any requirements under Alaska OSHA or related to COVID-19. Specific remote work arrangements will be outlined in a separate addendum.
• Option C: The Employee will work in a hybrid arrangement, working [Number] days per week at the office location and [Number] days remotely.
• Option D: Employee acknowledges that the work environment is subject to ergonomic guidelines and workplace safety provisions under Alaska law.

4. Employment Classification and Work Hours:

• Option A: This is a full-time position.
• Option B: The standard work hours are [Number] hours per week, typically from [Start Time] to [End Time], Monday through Friday.
• Option C: The Employee is entitled to overtime pay at a rate of 1.5 times their regular rate for all hours worked over 8 hours in a workday or 40 hours in a workweek, as per Alaska Stat. § 23.10.055.
• Option D: The Employee is entitled to a [Number]-minute unpaid meal break and two [Number]-minute paid rest breaks during each workday, in accordance with Alaska law.
• Option E: The Employer has a policy for flexible scheduling during extreme weather events.

5. Compensation:

• Option A: The Employee's salary will be [Dollar Amount] per year, payable [Bi-weekly/Semi-monthly] in accordance with Alaska wage payment laws.
• Option B: The Employee’s hourly wage will be [Dollar Amount] per hour.
• Option C: Overtime eligibility and calculation are subject to Alaska's requirements.
• Option D: Payment will be made via direct deposit, compliant with Alaska law.

6. Employee Benefits:

• Option A: The Employee is eligible for health, dental, and vision insurance as described in the Employer's benefits plan.
• Option B: The Employee is eligible for paid vacation time, accruing at a rate of [Number] days per year.
• Option C: The Employee is eligible for paid sick leave, accruing at a rate of [Number] days per year.
• Option D: The Employer complies with the Alaska Family Leave Act.
• Option E: The Employee will be entitled to [Number] paid holidays, including Seward's Day and Alaska Day.
• Option F: The Employee is covered by Alaska-mandated workers' compensation, short-term disability (if applicable), and unemployment insurance.
• Option G: If the Employer operates on or near tribal land, Native preference policy or tribal law requirements may apply.
• Option H: The Employer may provide professional development funding for HR-specific certifications or courses. The process will be as outlined in the company policy.

7. Reimbursement of Expenses:

The Employee will be reimbursed for mandatory training, continuing education, and job-related expenses authorized by company policy. The reimbursement process is described in the Employer’s Expense Reimbursement Policy.

8. Confidentiality and Data Privacy:

• The Employee will have access to HR-specific confidential data, including employee records, social security numbers, protected health information, and proprietary HR processes.
• The Employee must comply with the Alaska Personal Information Protection Act (AS 45.48).
• The Employee must maintain strict protocols for handling and safeguarding personnel data.
• The Employee must maintain the confidentiality of sensitive HR investigations, discipline records, and EEO complaints.
• The Employee is prohibited from unauthorized accessing, copying, or disclosure of employee files and electronic HR systems.

9. Use of Technology:

• The Employee will be provided with access to HRIS, payroll, and company communication systems.
• The Employee must comply with the Alaska Electronic Signatures Act for digital HR records.

10. Conflict of Interest:

The Employee must avoid any conflict of interest, including moonlighting or outside HR consulting without the Employer’s prior written approval.

11. Intellectual Property:

Any HR toolkits, templates, or process documents developed by the Employee during their employment are the property of the Employer.

12. Workplace Conduct Standards:

• The Employee must adhere to the Employer’s code of conduct and zero-tolerance policies against harassment, workplace violence, and retaliation as required by the Alaska Human Rights Act.
• Procedures for reporting and resolution are detailed in the Employee Handbook.

13. Anti-Discrimination and Equal Employment Opportunity:

• The Employer is committed to anti-discrimination, equal employment, and anti-harassment requirements consistent with the Alaska Human Rights Act.
• Protected categories include race, color, religion, sex, national origin, physical or mental disability, age, marital status, changes in marital status, pregnancy, and parenthood.
• Policies regarding accommodations for disabilities and pregnancy are in line with Alaska and federal law.

14. At-Will Employment:

• Option A: This is an at-will employment relationship, meaning that either the Employer or the Employee may terminate the employment at any time, with or without cause or notice, subject to applicable Alaska law.
• Option B: Termination requires [Number] days written notice.

15. Termination Procedures:

• The Employee must provide written resignation.
• The Employer may initiate dismissal or layoffs.
• Summary termination may occur for breach of confidentiality or gross misconduct.
• The timeline and method for payment of final wages will comply with AS 23.05.140.

16. Return of Property:

Upon separation, the Employee must return all company equipment, ID cards, and employee documents.

17. Severance:

• Option A: The Employee is not eligible for severance pay.
• Option B: Severance pay eligibility is determined according to company policy.

18. Dispute Resolution:

Disputes will be resolved through in-house resolution, good faith negotiation, mediation, and then arbitration/litigation. Jurisdiction for any legal action will be Anchorage, Alaska, and Alaska law will apply.

19. Whistleblower Protection:

The Employee is entitled to whistleblower protection as required by Alaska law if the company receives government contracts or funding.

20. Mandatory Labor Training:

The Employee must complete mandatory labor training for sexual harassment and workplace safety, including Alaska-specific hazardous weather and emergency procedures.

21. Occupational Safety and Health:

The Employer complies with Alaska Occupational Safety and Health (AKOSH) requirements for office workers.

22. Document Retention:

The Employee must adhere to document retention obligations for HR records per state and federal law applicable in Alaska.

23. Eligibility to Work:

• The Employee must be eligible to work in the United States as required by federal immigration law.
• The Employer complies with E-Verify or I-9 procedures as practiced in Alaska.

24. Background Checks and Drug Testing:

• Option A: The Employee is subject to background checks and drug testing, with employee consent and in compliance with Alaska’s laws.
• Option B: Alaska law prohibits discrimination based on lawful off-duty conduct, including marijuana use, unless the position is safety-sensitive.

25. Appendices:

• Exhibit A: Job Description
• Exhibit B: Benefits Summary
• Exhibit C: Employer Workplace Policies

All elements of this agreement are adjustable or modifiable for the specific needs of the Employer and the HR Assistant role.

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.

____________________________
[Employer Representative Name], [Employer Representative Title]

____________________________
[Employee Full Name]