Arizona HR assistant employment contract template

Arizona HR Assistant Employment Contract

This Arizona HR Assistant Employment Contract (the “Agreement”) is made and entered into as of [Date] by and between [Employer Name], a [State of Incorporation] corporation with its principal place of business at [Employer Address] (“Employer”), and [Employee Name], residing at [Employee Address] (“Employee”).

1. Job Title and Description

Employee is hired as a HR Assistant.

• Option A: The Employee's duties include, but are not limited to:
  • Onboarding and offboarding employees.
  • Maintaining personnel records.
  • Ensuring timely completion of I-9 and E-Verify compliance as mandated by Arizona law.
  • Administering employee benefits enrollment.
  • Tracking paid sick leave under Arizona’s Fair Wages and Healthy Families Act.
  • Supporting payroll processing.
  • Managing employee relations issues and investigations consistent with Arizona equal employment statutes.
  • Assisting with Arizona-specific compliance trainings (such as required sexual harassment prevention policies).
  • Maintaining confidentiality of sensitive personnel and employment data (including compliance with the Arizona Personal Information Protection Act).
  • Ensuring accurate recordkeeping as per Arizona Department of Labor requirements.
  • Responding to government or unemployment information requests.
• Option B: Detailed Job Description attached as Exhibit A.

2. Reporting Structure and Location

• Option A: Employee will report to the HR Manager.
• Option B: Employee will report to the HR Director.

Employee's primary work location is [Employer Arizona Office Location].

• Option A: This is a non-remote position.
• Option B: This is a hybrid/remote position, subject to the company's remote work policy, including Arizona-specific data security requirements and maintaining required in-state tax and employment records. Employer will provide [List of Home Office Equipment].

3. Employment Type and Work Schedule

This is a full-time position.

• Option A: Employee's standard work week will be 40 hours per week, Monday through Friday, 8:00 AM to 5:00 PM, with a one-hour unpaid meal break.
• Option B: Employee's standard work week will be [Number] hours per week, as scheduled by Employer.

Meal and rest breaks will be provided in accordance with Arizona law. Overtime compensation will be paid in accordance with Arizona and federal law. Scheduling and shift changes will be at the discretion of the Employer, with reasonable notice provided to the Employee.

4. Compensation

• Option A: Employee's salary will be [Dollar Amount] per year, payable [Payroll Frequency, e.g., bi-weekly].
• Option B: Employee's hourly rate will be [Dollar Amount] per hour, payable [Payroll Frequency, e.g., bi-weekly].

Wage payment method will be [Direct Deposit/Check]. Overtime compensation will be paid at 1.5 times the regular hourly rate for hours worked over 40 in a workweek.

• Option A: Employee is eligible for performance-based raises at the discretion of the Employer.
• Option B: Employee will be eligible for performance review on [Date/Frequency], with potential raise based on merit.

Vacation/sick/PTO accrual and usage policies are outlined in the Employee Handbook, compliant with Arizona law, including the accrual of Paid Sick Time under the Arizona Fair Wages and Healthy Families Act.

5. Benefits

Employee is eligible for the following benefits:

• Option A: Health, dental, and vision insurance, subject to the terms of the Employer's benefit plans.
• Option B: Employer offers no health insurance benefits.

• Option A: 401(k) plan, subject to eligibility requirements.
• Option B: Employer does not offer a 401(k) plan.

Arizona-mandated paid sick leave.

• Option A: Observed holiday schedule includes the following Arizona state holidays: [List of Holidays].
• Option B: Observed holiday schedule is outlined in the Employee Handbook.

FMLA and Arizona Civil Rights Act leave integration.

• Option A: Employer will reimburse for professional development and local HR certification courses up to [Dollar Amount] per year, subject to approval.
• Option B: Employer does not offer reimbursement for professional development.

6. Compliance

Employer and Employee agree to comply with all applicable Arizona and federal workplace laws, including the Arizona Civil Rights Act (ACRA), Arizona Employment Protection Act, legal right to work verification (E-Verify), and Arizona-specific anti-discrimination statutes.

Employer maintains affirmative action and equal opportunity policies covering all categories protected under Arizona law (including gender, age, disability, veteran status, etc.). Procedures for reporting discrimination and harassment, including anonymous reporting, are outlined in the Employee Handbook.

7. Confidentiality

Employee shall maintain the confidentiality of all personnel data, employment records, compensation information, EEO files, background check results, and other sensitive HR information, in compliance with the Arizona Personal Information Protection Act. Non-disclosure obligations extend [Duration, e.g., indefinitely] and permit disclosures to government agencies as required by law.

8. Intellectual Property

Intellectual property or work product created in the course and scope of HR Assistant duties is the property of the Employer, except for personal skills or non-work product.

9. Non-Competition and Non-Solicitation

• Option A: Employee agrees not to solicit employees or customers of Employer for [Duration, e.g., one year] following termination of employment within a [Geographic Area, e.g., 50-mile radius of Employer's principal place of business in Arizona]. This restriction is narrowly tailored and reasonably necessary to protect Employer's legitimate business interests.
• Option B: There is no non-compete or non-solicitation agreement.

10. At-Will Employment

Employment is at-will under Arizona law, meaning that either the Employer or Employee may terminate the employment relationship at any time, with or without cause or notice, subject to applicable laws.

• Option A: Employee must provide [Number, e.g., two] weeks written notice of resignation.
• Option B: Employee must provide [Number, e.g., one] months written notice of resignation.

Employer-initiated termination will comply with Arizona regulations on final pay deadlines and documentation of termination reasons.

• Option A: Severance will not be provided.
• Option B: Severance will be provided according to the established policy.

Upon termination, Employee shall immediately return all company property, access badges, and confidential materials. An exit interview will be conducted. Post-employment references will be provided in accordance with Arizona employment verification laws.

11. Workplace Safety

Employer and Employee shall comply with Arizona’s Healthy and Safe Workplaces standards, state and federal OSHA requirements, whistleblower protection, and workers’ compensation insurance as mandated by Arizona law.

12. HIPAA, FMLA, and Record Retention

Employee shall maintain HIPAA and FMLA confidentiality. Step-by-step documentation requirements for responding to unemployment claims or government audits, and Arizona record retention policy for personnel files, are outlined in the Employee Handbook.

13. Behavioral Standards and Professional Expectations

Employee shall adhere to behavioral standards and professional expectations for Arizona work environments, including proper handling of complaints, prompt response times, technology and information security protocols tailored for HR data, prohibition of unauthorized dissemination of personnel information, and cooperation with internal investigations as required by Arizona regulations.

14. Anti-Retaliation

Employer maintains Arizona-specific anti-retaliation policies and protections for employees who report violations of law or participate in investigations.

15. Dispute Resolution

Any dispute arising out of or relating to this Agreement shall be resolved through good faith negotiation. If negotiation is unsuccessful, the parties agree to [Mediation/Arbitration] in accordance with the rules of [Arbitration Association]. This Agreement shall be governed by and construed in accordance with the laws of the State of Arizona, and venue shall be in the courts of Arizona.

16. Workplace Policies

Employer's workplace policies (such as employee handbooks, drug-free workplace, and harassment prevention) are binding on the Employee. Employer may update these policies periodically, and Employee will be required to review mandatory HR policy reviews as required.

17. Modification of Responsibilities

Employer reserves the right to modify HR responsibilities or reporting structure in response to changes in Arizona labor law, company policy, or business needs, subject to written notice requirements and consultation with the Employee.

18. Entire Agreement

This Agreement constitutes the entire agreement between the parties and supersedes all prior agreements and understandings, whether written or oral, relating to the subject matter hereof.

19. Severability

If any provision of this Agreement is held to be invalid or unenforceable, such provision shall be struck and the remaining provisions shall remain in full force and effect.

20. Assignability

This Agreement may not be assigned by the Employee without the prior written consent of the Employer.

21. Amendments

This Agreement may be amended only by a written instrument signed by both parties.

22. Electronic Signature

This Agreement may be executed in counterparts, each of which shall be deemed an original, but all of which together shall constitute one and the same instrument. A facsimile or electronic (e.g., PDF) copy of this Agreement shall be as effective as an original.

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

[Employer Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

[Employee Name]

Signature: ____________________________