Connecticut bookkeeper employment contract template

Connecticut Bookkeeper Employment Contract

Date: [Date]

This Connecticut Bookkeeper Employment Contract (the "Agreement") is made and entered into as of the date above by and between:

[Employer Legal Name], a [State of Formation, e.g., Connecticut] [Entity Type, e.g., Corporation] with its principal place of business at [Employer Address] ("Employer"), and

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

1. Employment

The Employer hereby employs the Employee, and the Employee hereby accepts employment with the Employer, as a Bookkeeper.

2. Job Description

The Employee's primary responsibilities shall include, but not be limited to:

• Accurate record-keeping of company financial transactions.
• Daily entry and reconciliation of accounts payable.
• Daily entry and reconciliation of accounts receivable.
• Payroll processing.
• Bank and credit card reconciliation.
• Creation of financial reports (e.g., balance sheets, income statements).
• Maintenance of general ledgers.
• Sales tax preparation and filing (reflecting Connecticut’s specific sales and use tax requirements).
• Compliance with Connecticut Department of Revenue Services rules.
• Processing and filing Form CT-W4 and other Connecticut-specific tax forms.
• Preparation for state and local audits.
• Ensuring all business licenses and financial filings meet Connecticut schedules.
• Supporting year-end close procedures.

3. Required Skills and Knowledge

The Employee must be proficient in:

• Accounting software commonly used in Connecticut businesses (e.g., QuickBooks, Xero, or Sage).
• MS Office suite.
• Local accounting standards and procedures.

4. Reporting Structure and Communication

The Employee will report to:

• Option A: [Direct Supervisor Name], [Job Title]
• Option B: CFO
• Option C: Business Owner

The Employee is expected to collaborate with external Connecticut accountants, CPAs, or auditors as directed.

5. Employment Status

The Employee's employment status is:

• Non-exempt, full-time.
• Overtime will be paid at 1.5 times the regular rate for hours worked over 40 per week, in compliance with Conn. Gen. Stat. § 31-76c.

6. Work Schedule and Location

The Employee's standard working hours are: [Start Time] to [End Time], [Days of the Week].

The Employee's designated work location is:

• Option A: On-site at [Employer Address].
• Option B: Hybrid (combination of on-site and remote).
  • On-site days: [Days of the week].
  • Remote days: [Days of the week].
• Option C: Remote.

If working remotely, the Employee agrees to maintain data security and confidentiality.

The Employer may change the work location with reasonable notice.

7. Breaks and Leave

The Employee is entitled to Connecticut-compliant rest and meal breaks.

The Employee must adhere to the Employer's policies for attendance, tardiness, and leave reporting.

The Employee will use the Employer's designated timekeeping system for payroll documentation.

8. Compensation

The Employee's compensation will be:

• Option A: Base salary of [Dollar Amount] per year.
• Option B: Hourly wage of [Dollar Amount] per hour, reflecting at least Connecticut’s current minimum wage.

Pay frequency: [e.g., Bi-weekly, Semi-monthly].

Pay method: [e.g., Direct deposit, Check].

Overtime pay will be calculated as required by Connecticut law.

Deductions will include:

• Tax withholding (including Connecticut state income tax and town/city tax where applicable).
• FICA.
• Unemployment.
• Workers’ compensation.
• Deductions for benefits or wage garnishments per Connecticut law.

9. Paid Time Off

The Employee is entitled to:

• Connecticut paid sick leave (per Conn. Gen. Stat. § 31-57r).
• Vacation: [Number] days per year.
• Holidays: [Number] days per year, including [List of Connecticut-recognized holidays].
• Paid/unpaid leave for jury duty.
• Bereavement leave: [Number] days.
• Compliance with Connecticut Family and Medical Leave Act.

10. Benefits

The Employee is eligible for the following benefits:

• Health insurance.
• Dental insurance.
• Vision insurance.
• Retirement plan: [e.g., 401(k), SIMPLE IRA or Connecticut Retirement Security Program].
• Short-term disability.
• Workers’ compensation.
• Option A: Tuition reimbursement: [Dollar Amount] per year.
• Option B: Commuting stipend: [Dollar Amount] per month.
• Option C: Technology stipend: [Dollar Amount] per month.

11. Ownership of Work Product and Intellectual Property

All bookkeeping records, financial reports, documentation, templates, and system configurations prepared during employment belong to the Employer.

The Employee must return all such records and company property upon separation.

12. Confidentiality

The Employee must not disclose any company financial data, client/vendor information, trade secrets, payroll records, or proprietary reporting methodologies, in compliance with Connecticut statutes on data privacy (Conn. Gen. Stat. § 42-471 and § 36a-701b).

13. Conflicts of Interest

The Employee must not engage in outside bookkeeping, consulting, or financial services for third parties without Employer approval.

14. Reporting Financial Irregularities

The Employee must report any suspected financial abuse, fraud, or embezzlement.

15. Behavioral Standards and Compliance

The Employee must adhere to the Employer’s internal control policies.

The Employee must ensure the accuracy and integrity of financial records.

The Employee must use approved accounting software and secure transmission of financial data.

The Employee must adhere to data retention policies.

The Employee must maintain professional conduct and adhere to ethical guidelines.

16. Security Protocols

The Employee must use and approve passwords, authentication credentials, and security protocols for financial software and company systems.

The Employee must participate in compliance and anti-fraud training.

17. Prohibited Activities

The Employee must not falsify or manipulate records.

18. Restrictive Covenants

The enforceability of any non-compete, non-solicitation, or confidentiality covenants will be governed by Connecticut law.

19. At-Will Employment

The Employee's employment is at-will, unless otherwise specified.

The Employer will comply with Connecticut's wrongful termination protections.

20. Termination

This agreement can be terminated:

• Voluntary resignation.
• Employer-initiated termination (for cause or without cause).
• Layoff.

The Employee must provide [Number] weeks' notice of resignation.

Final pay will be delivered by the next regular payday, per Conn. Gen. Stat. § 31-71c.

The Employee must return all company property.

Severance pay (if any) will be determined according to company policy and Connecticut law.

Earned but unused vacation or sick leave payout policies will be in compliance with Connecticut law.

21. Dispute Resolution

The parties will attempt to resolve disputes through internal complaint or grievance procedures.

The parties may agree to mediation/arbitration.

Connecticut law and courts will govern any disputes.

22. Compliance

The Employer will comply with all federal and state-required postings, workplace safety, OSHA standards, and Connecticut-specific workplace health and safety rules.

23. Anti-Discrimination and Harassment

The Employer prohibits discrimination and harassment in compliance with Connecticut statutes (including sexual harassment prevention training as required by Conn. Gen. Stat. § 46a-54(15)).

The Employer provides for reasonable accommodation processes under the Connecticut Fair Employment Practices Act.

24. Policy Changes

All employment policies are subject to changes in Connecticut law or company policy, subject to employee notification.

25. Severability

If any provision is declared invalid, the remaining provisions will remain in effect.

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

____________________________
[Employer Legal Name]

By: [Name of Authorized Representative]

Title: [Title of Authorized Representative]

____________________________
[Employee Legal Name]