Connecticut HR generalist employment contract template

Connecticut HR Generalist Employment Contract

This Agreement, effective as of [Date], is made by and between [Company Name], a company organized under the laws of the State of Connecticut, with a principal place of business at [Company Address] ("Employer"), and [Employee Name], residing at [Employee Address] ("Employee").

Agreement Title: HR Generalist Employment Contract

Employment Type: Full-time

Position: HR Generalist

Job Responsibilities:

• Recruiting and onboarding new employees in Connecticut.
• Administering employee benefits, including medical, dental, vision, and retirement plans, ensuring compliance with Connecticut regulations.
• Managing employee relations and addressing workplace issues according to Connecticut legal standards.
• Compensation benchmarking and administration, including salary analysis and payroll processing, compliant with Connecticut wage and hour laws.
• Maintaining HRIS systems and employee records.
• Managing time and attendance tracking systems.
• Coordinating training and professional development programs.
• Ensuring compliance with all applicable Connecticut and federal employment laws.
• Administering workers' compensation claims.
• Managing FMLA and Connecticut Paid Family and Medical Leave requests.
• Administering Connecticut sick leave and paid time off policies.
• Managing annual Open Enrollment processes.
• Filing EEO-1 reports and managing affirmative action programs.
• Mediating employee conflicts.
• Interpreting and enforcing company policies.
• Updating and maintaining the employee handbook.
• Participating in all Connecticut-mandated HR regulatory filings.

Qualifications:

• Education: Bachelor's degree in Human Resources or related field.
• Certification:
  • Option A: SHRM-CP/SCP preferred.
  • Option B: HRCI PHR/SPHR preferred.
• Skills: Proficient in HR software (e.g., ADP, Workday), strong knowledge of Connecticut employment law.
• Interpersonal: Excellent communication, conflict resolution, and problem-solving skills.

Reporting Structure:

• Option A: Reports to HR Director.
• Option B: Reports to Executive Leadership.

Work Location:

• Option A: Primary workplace at [Company Address] in Connecticut.
• Option B: Remote work as per company policy outlined in Addendum A. Includes provisions for company equipment allocation and data security.
  • Addendum A: Remote Work Policy for Connecticut employees.

Work Schedule:

• Full-time, minimum [Number] hours per week.
• Option A: Standard work schedule: [Days of the week], [Start Time] to [End Time].
• Option B: Flexible work schedule as agreed upon with supervisor.
• Overtime:
  • Option A: Non-exempt, eligible for overtime pay as per Connecticut law.
  • Option B: Exempt, not eligible for overtime pay.
• Breaks: Compliant with Connecticut break and meal period requirements.

Compensation:

• Option A: Annual salary of [Amount].
• Option B: Hourly rate of [Amount].
• Pay Frequency: [Frequency, e.g., Bi-weekly].
• Method of Payment: [Method, e.g., Direct Deposit].
• Overtime Pay: As required by Connecticut law for non-exempt employees.
• Merit Increases: Eligible for consideration based on performance reviews.
• Incentive Pay/Bonuses:
  • Option A: Eligible for performance-based bonuses as outlined in the company's bonus plan.
  • Option B: Eligible for spot bonuses based on performance.
• Signing/Retention Bonus:
  • Option A: None
  • Option B: Signing bonus of [Amount], payable as follows [Payment schedule].

Benefits:

• Medical, Dental, and Vision Insurance.
• 401(k) Retirement Plan or Pension Plan.
• FMLA and Connecticut Paid Leave.
• Short-term and Long-term Disability Insurance.
• Life Insurance.
• Tuition Assistance.
• Employee Assistance Program (EAP).
• Option A: Commuter/Parking Benefits.
• Eligibility, vesting, and contribution details outlined in the company's benefit plan documents.

Confidentiality:

• Employee agrees to maintain the confidentiality of all company, employee, and third-party information.
• Obligations survive termination of employment.

Outside Employment:

• Employee must disclose any potential conflicts of interest.
• Employee shall not engage in any outside employment that interferes with their duties to the Employer.

Ownership of Work Product:

• All HR records, templates, and documents created during employment are the property of the Employer.

Employee Grievances:

• Employee grievances will be addressed through the company's established grievance procedure.

ADA Accommodations/EEO:

• Employer complies with ADA and EEO laws.

Performance Evaluations:

• Performance evaluations will be conducted [Frequency, e.g., Annually].
• Criteria for evaluation will include HR metrics, Connecticut legal compliance, and overall job performance.

Behavioral Standards:

• Employee shall maintain neutrality, protect data privacy, and maintain professional decorum.
• Employee shall adhere to all anti-retaliation policies and handle discrimination and harassment claims impartially.
• Employee shall adhere to all Connecticut-mandated personnel file access rights for employees.

Anti-Discrimination/Harassment:

• Employer is an equal opportunity employer and prohibits discrimination based on race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity/expression, marital status, ancestry, veteran status, or any other protected category under Connecticut and federal law.
• Mandatory sexual harassment prevention training is required.

Workplace Violence Prevention:

• Employer maintains a workplace violence prevention policy.

At-Will Employment:

• Option A: This is an at-will employment relationship, meaning either party may terminate the employment relationship at any time, with or without cause or notice.
• Option B: This is a fixed-term employment arrangement for a period of [Number] months/years, commencing on [Start date] and ending on [End date].

Termination:

• Procedures for voluntary and involuntary termination are outlined in the company's policy manual.
• Final pay disbursement will comply with Connecticut statutes.
• COBRA and Connecticut continuation of benefits notices will be provided as required.
• Employee shall return all company property and documents.

Post-Termination Obligations:

• Non-disparagement.
• Employee file access rights.
• Ongoing confidentiality obligations.
• Option A: Non-compete clause: Employee agrees not to work for a direct competitor within [Radius] miles of the company's principal place of business for a period of [Number] months/years following termination of employment. (Note: Enforceability subject to Connecticut law).
• Option B: Non-solicitation clause: Employee agrees not to solicit the company's clients or employees for a period of [Number] months/years following termination of employment. (Note: Enforceability subject to Connecticut law).

Dispute Resolution:

• Option A: Internal HR procedures.
• Option B: Mediation.
• Option C: Arbitration.

Governing Law: This Agreement shall be governed by and construed in accordance with the laws of the State of Connecticut.

Venue: Any legal action arising under this Agreement shall be brought in a court of competent jurisdiction in [County] County, Connecticut.

Compliance:

• Employer complies with all applicable federal and Connecticut employment regulations, including minimum wage, Pay Equity and Fairness Act, Whistleblower Protection, and leave entitlements.

Workers' Compensation/Safety:

• Employer provides workers' compensation insurance as required by Connecticut law.
• Employer complies with all Connecticut OSHA regulations.

Document Retention:

• Employer maintains HR records as required by Connecticut law.

Amendments:

• This Agreement may be amended only in writing, signed by both parties.

[Company Representative Name]

[Company Representative Title]

[Employee Name]

[Date]