Arizona graphic designer employment contract template

Arizona Graphic Designer Employment Contract

This Arizona Graphic Designer Employment Contract (the “Agreement”) is made and entered into as of [Date] by and between [Employer Full Legal Name], a [State] [Business Type, e.g., corporation] with its principal place of business at [Employer Address] (“Employer”), and [Employee Full Legal Name], residing at [Employee Address] (“Employee”).

1. Position and Job Description

The Employer hereby employs Employee as a Graphic Designer.

Option A: Job Description

The Employee’s primary responsibilities include, but are not limited to: creating original visual concepts; producing digital and print collateral; managing branding assets; using Adobe Creative Suite (Photoshop, Illustrator, InDesign, XD, After Effects); producing web and social media graphics; preparing print production files; collaborating with marketing and sales teams; communicating with clients for project clarification; adhering to brand guidelines; and participating in creative brainstorming sessions.

Option B: Additional Responsibilities

Employee may also be assigned additional duties as required and directed by Employer.

2. Skills and Qualifications

Option A: Required Skills

Proficiency in Adobe Creative Suite (Photoshop, Illustrator, InDesign, XD, After Effects), Canva, Sketch, Figma. Knowledge of color management, file preparation for printers, and accessibility standards for digital media.

Option B: Portfolio Requirement

Employee must provide a portfolio or work samples for review by Employer.

3. Reporting Structure

Option A: Direct Supervisor

Employee will report directly to [Supervisor Name], [Supervisor Title].

Option B: Team Integration

Employee is expected to collaborate with the [Team Name] team and provide regular status updates during design review meetings, held [Frequency, e.g., weekly].

Option C: Deadline Adherence

Employee is responsible for adhering to project deadlines and client requirements based in Arizona.

4. Work Location and Equipment

Option A: Primary Location

The primary work location will be at the Employer's studio/office located in Arizona: [Address].

Option B: Remote Work

Employee may be eligible for remote work within Arizona, subject to Employer approval and policies.

Option C: Provided Equipment

Employer will provide Employee with the following equipment: computer, drawing tablet, monitor(s), software licenses, and access to digital assets.

Option D: Secure Setup

Employee must maintain a secure home-office setup if working remotely, according to Employer's policies.

5. Employment Classification and Work Hours

Employee’s position is classified as full-time.

Option A: Standard Hours

Standard working hours are 40 hours per week, from [Start Time] to [End Time], Monday through Friday.

Option B: Break Schedule

Employee is entitled to break and lunch periods as required by Arizona law.

Option C: Overtime

Overtime work, if required, will be compensated in accordance with Arizona employment law, including minimum wage and overtime rate.

Option D: Schedule Changes

Requests for schedule changes or accommodations must be submitted to [Designated person/department] in writing.

6. Compensation

Option A: Salary

Employee’s base salary is [Amount] per year, payable [Frequency, e.g., bi-weekly].

Option B: Hourly Wage

Employee’s hourly wage is [Amount] per hour, payable [Frequency, e.g., bi-weekly].

Option C: Payment Method

Payment will be made via [Payment Method, e.g., direct deposit] as required by Arizona statutes.

Option D: Bonus/Incentives

Employee may be eligible for performance bonuses, completion incentives, or project-based pay, as determined by Employer.

Option E: Non-Monetary Incentives

Non-monetary incentives may include training, conference attendance, and portfolio usage rights.

7. Benefits

Employer offers the following benefits, in compliance with Arizona requirements:

Medical, dental, and vision insurance options.

Retirement/pension contributions or 401(k) plans.

Paid time off (PTO).

Sick leave.

Arizona-observed public holidays.

Parental leave.

Option A: Additional Benefits

Professional membership dues, software/continuing education reimbursement, and mental health support.

8. Intellectual Property Ownership

All works, illustrations, layouts, logos, fonts, templates, and creative outputs produced by Employee during employment (including drafts, rejected concepts, and layered/source files) are the sole property of Employer as “work-made-for-hire”.

Option A: Pre-existing Materials

Employee must disclose any pre-existing materials or external resources used in their work.

Option B: Stock Assets

Employee must disclose use of stock assets, open-source design elements, or licensed typefaces.

Option C: Third-Party Approvals

Employee must obtain approval for third-party materials to ensure no infringement risk.

9. Confidentiality and Non-Disclosure

Employee agrees to hold confidential all unpublished design concepts, brand strategies, client information, project briefs, trade secrets, marketing plans, business data, and user research obtained during employment, both during and after termination of employment.

10. Outside Activities

Option A: Prohibition

Employee is prohibited from engaging in freelance work or outside creative projects that would conflict with the Employer’s interests.

Option B: Permission Required

Employee must obtain advance written permission for any moonlighting or freelance endeavors.

Option C: Exceptions

Exceptions may be made for professional association work or pro bono design, subject to Employer approval.

11. Professional Behavior and Workplace Standards

Employee must maintain visual accuracy, presentation consistency, respect client brand identities, copyright compliance, and use only licensed imagery. Employee must also avoid plagiarism or stock asset misuse, and maintain clear documentation/archiving of design files, regular software and hardware maintenance, and adherence to digital accessibility laws.

12. Anti-Harassment and Anti-Discrimination

Employer is committed to providing a workplace free of harassment and discrimination, in accordance with federal and Arizona law, including protection for all protected classes under Arizona’s Civil Rights Act.

13. Non-Competition, Non-Solicitation, and Non-Disparagement

Option A: Non-Compete

Employee agrees not to engage in competing activities within a [Radius] radius of the Employer’s principal place of business for a period of [Time Period] following termination of employment. This non-compete is limited to [Specific Activities].

Option B: Non-Solicitation

Employee agrees not to solicit Employer’s clients or employees for a period of [Time Period] following termination of employment.

Option C: Non-Disparagement

Employee agrees not to disparage Employer, its products, services, or employees, at any time.

14. At-Will Employment

Employment is at-will, meaning either Employer or Employee may terminate the employment relationship at any time, with or without cause or notice, subject to the terms of this agreement.

Option A: Termination Grounds

Grounds for termination may include employee resignation, performance-based dismissal, layoffs, gross misconduct, or restructuring.

Option B: Severance

Upon termination, Employee will receive [Severance Details], if any.

Option C: PTO Payout

Accrued PTO will be paid out in accordance with Arizona law.

Option D: Return of Property

Employee must return all design equipment and client files upon termination.

Option E: Post-Termination Restrictions

Post-termination restrictions on portfolio use of work created for the employer apply as stated in section 18.

15. Arizona-Mandated Workplace Policies

Employer maintains the following policies as mandated by Arizona law:

Workers’ compensation insurance.

Drug-free workplace attestation.

OSHA safety compliance for in-studio settings.

16. Dispute Resolution

Option A: Negotiation and Mediation

The parties agree to attempt to resolve any disputes through negotiation and mediation prior to arbitration or court litigation.

Option B: Governing Law

This Agreement shall be governed by and construed in accordance with the laws of the State of Arizona. The courts of Arizona shall have jurisdiction over any disputes.

17. Acknowledgment of Company Policies

Employee acknowledges receipt of and agreement to comply with all company manuals, digital asset policies, and updates to workplace conduct, including Arizona-specific training on sexual harassment prevention and anti-retaliation.

18. Equal Employment Opportunity

Employer is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other characteristic protected by law, in accordance with Arizona and federal protections. Employer provides reasonable accommodation for disabilities.

19. Skill Development

Employee is expected to maintain current knowledge of industry design standards and software updates. Employer may direct Employee to attend training, conferences, or obtain certifications as needed for the role.

20. Credit for Employee Work

Option A: Internal Credit

Employee will receive internal credit for their work on projects.

Option B: Portfolio Inclusion

Employee may/may not include work created for Employer in their portfolio with Employer's prior written consent. Non-disclosure of confidential client work in personal promotions is required.

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

[Employer Full Legal Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

[Employee Full Legal Name]

Signature: ____________________________