Connecticut receptionist employment contract template

Connecticut Receptionist Employment Contract

This Connecticut Receptionist Employment Contract (the “Agreement”) is made and effective as of [Date], by and between:

[Employer Name], a [State] [Entity Type] with its principal place of business at [Employer Address] (“Employer”), and

[Employee Name], residing at [Employee Address] (“Employee”).

1. Position and Duties

Option A: The Employer hereby employs the Employee as a Receptionist.

Option B: The Employee's title is Receptionist and they will report to [Manager Name].

The Employee's duties shall include, but are not limited to:

• Greeting visitors in person and by phone.
• Logging guests according to security protocols.
• Managing front desk operations.
• Receiving and sorting mail and deliveries.
• Handling office supply inventory.
• Maintaining a clean and organized reception area.
• Scheduling appointments.
• Directing inquiries and visitors accurately to appropriate staff.
• Handling confidential and sensitive information in compliance with Connecticut privacy laws.
• Managing building access procedures per employer and property security policies.
• Providing emergency response support (such as calling 911 or following building emergency protocols).
• Ensuring compliance with workplace safety and accessibility standards applicable to public-facing Connecticut workplaces.
• Other duties as assigned.

Additional Expectations:

• The Employee must possess proficient computer skills, including knowledge of Microsoft Office Suite, [Scheduling Software], and multi-line phone systems.
• The Employee is expected to adhere to the Employer’s dress code policy, which is [Description of Dress Code].

2. Work Location

Option A: The Employee’s primary work location will be [Address].

Option B: The Employee will primarily work on-site.

The Employer expects the Employee's regular on-site presence.

Remote reception duties [are/are not] a part of this position, as follows: [Details of Remote Duties, if any].

Physical presence is mandatory for [Specific Tasks or Situations].

3. Employment Status and Hours

The Employee’s employment is full-time.

The expected work hours are [Number] hours per week.

Regular shift: [Start Time] to [End Time], [Days of the Week].

The Employee is entitled to Connecticut-mandated breaks and meal periods in accordance with applicable law.

Overtime: The Employee will be paid overtime at a rate of one and one-half (1.5) times their regular hourly rate for all hours worked in excess of forty (40) in a workweek, in accordance with Connecticut wage and hour law.

4. Compensation and Benefits

Option A: The Employee’s hourly wage is [Dollar Amount] per hour.

Option B: The Employee’s annual salary is [Dollar Amount].

Pay frequency: [Weekly/Bi-weekly/Semi-monthly/Monthly].

Method of wage payment: [Direct Deposit/Check].

The Employee will receive wage statements compliant with Connecticut law.

Eligibility for bonuses or merit pay: [Yes/No], as per the Employer’s bonus/merit pay policy.

Benefits: The Employee is eligible for the following benefits:

• Health insurance: [Details of Health Insurance Plan]
• Dental insurance: [Details of Dental Insurance Plan]
• Vision insurance: [Details of Vision Insurance Plan]
• Paid Time Off (PTO): [Number] days per year.
• Paid Sick Leave: Accrued in accordance with Connecticut Paid Sick Leave law.
• Vacation: [Number] days per year.
• Personal days: [Number] days per year.
• Connecticut-recognized holidays: [List of Holidays].
• Short-term disability: [Details of Short-Term Disability Plan]
• Life insurance: [Details of Life Insurance Plan]
• Other benefits: [List Other Benefits, e.g., Transit Allowance].

5. Onboarding and Training

The Employee will receive onboarding training on front desk protocols and emergency drills.

The Employee is obligated to maintain the privacy and confidentiality of visitor and staff information.

The Employee must adhere to HIPAA regulations if handling medical/health information.

The Employee must protect sensitive data acquired in the course of their duties.

6. Code of Conduct

The Employee is expected to maintain a professional demeanor as a public representative of the Employer.

The Employee must be punctual and maintain good attendance.

The Employee must use technology at the front desk responsibly.

The Employee must use company communication tools responsibly.

The Employee must handle difficult guests or emergencies appropriately.

The Employee must adhere to workplace harassment and anti-violence policies.

The Employer is committed to preventing workplace discrimination based on race, color, religion, sex, gender identity or expression, sexual orientation, age, disability, national origin, and other protected characteristics, in accordance with the Connecticut Fair Employment Practices Act (CFEPA).

7. Uniform and Appearance

Option A: The Employer will provide a uniform to the Employee.

Option B: The Employee is responsible for maintaining their uniform.

Option C: The Employee will receive a uniform allowance of [Dollar Amount].

8. Cash Handling (If Applicable)

If the Employee handles cash, they must adhere to the Employer’s cash handling policies, including theft prevention measures.

[Details of Cash Handling Policies]

9. Workplace Safety and Compliance

The Employer is committed to workplace safety and compliance with Connecticut Occupational Safety and Health Administration (CONN-OSHA) standards.

The Employee must participate in emergency preparedness drills and report any incidents immediately.

10. Reporting Lines and Time Off

The Employee reports to [Manager Title].

The backup contact for escalation is [Backup Contact Name] at [Contact Information].

The Employee must follow the Employer’s procedures for requesting time off or reporting absences, in accordance with Connecticut regulations on sick leave and family/medical leave.

11. Additional Duties

The Employee may perform additional duties as assigned, provided such duties are within the legal authority for non-exempt staff under wage/hour law. [Description of Additional Duties].

12. Background Checks

The Employee [is/is not] required to complete a background check. [Details of Background Check Requirements, if applicable].

13. Probationary Period and Performance Review

Option A: The Employee will serve a probationary period of [Number] days.

Option B: There is no probationary period.

The Employee’s performance will be reviewed every [Number] months.

Wage increases or status reviews tied to these processes will be determined by [Criteria].

14. Non-Compete and Non-Solicitation (Consult with legal counsel)

Option A: The Employee [is/is not] subject to a non-compete agreement.

Option B: The Employee [is/is not] subject to a non-solicitation agreement.

Any non-compete or non-solicitation clauses are narrowly tailored in scope, geography, and duration, according to Connecticut law.

15. Confidentiality

The Employee must maintain the confidentiality of all Employer, visitor, and third-party information.

This confidentiality obligation survives termination of employment.

The Employee must return all confidential materials (keys, badges, documents) upon termination.

16. Technology, Communications, and Data Security

The Employee must comply with the Employer’s policies for the use of office devices, front desk software, telephone systems, and the office network.

17. Termination

Upon involuntary discharge, the Employee will receive immediate payment of wages in accordance with CGS § 31-71c.

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

Upon termination, the Employee must return all keys, badges, uniforms, and equipment.

The Employer may terminate the Employee’s employment at will, with or without cause, subject to applicable Connecticut law.

18. Dispute Resolution

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

Any disputes arising out of or relating to this Agreement shall be resolved through negotiation, mediation, or arbitration before resorting to litigation in Connecticut courts.

The Employee retains the right to pursue claims with the Connecticut Department of Labor or the Commission on Human Rights and Opportunities.

19. Mandatory Acknowledgments

The Employee acknowledges that the Employer is required to provide sexual harassment prevention training in accordance with Connecticut law (for employers with 3 or more employees).

The Employee acknowledges that the Employer is required to post labor law notifications.

[If Applicable] The Employee acknowledges that they are a member of a union or subject to a collective bargaining agreement.

20. Incorporation of Other Documents

The Employer’s employee handbook and any other workplace policy documents referenced herein are incorporated by reference.

Specifically, the following policies are relevant to the Employee's role: visitor management, emergency evacuation, deliveries, and front desk security.

21. Entire Agreement and Amendment

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

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

22. Severability

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

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

[Employer Name]

By: [Name of Authorized Representative]

Title: [Title of Authorized Representative]

[Employee Name]

Signature: ____________________________