Connecticut technical support engineer employment contract template

Connecticut Technical Support Engineer Employment Contract

This Connecticut Full-Time Technical Support Engineer Employment Agreement (the "Agreement") is made and entered into as of [Date, e.g., January 1, 2024] by and between [Employer Legal Name], a [State, e.g., Connecticut] [Entity Type, e.g., Corporation] with its principal place of business at [Employer Address] ("Employer"), and [Employee Full Legal Name], residing at [Employee Address] ("Employee").

Employer Contact: [Employer Contact Name], [Employer Contact Title], [Employer Contact Email], [Employer Contact Phone]

Employee Contact: [Employee Email], [Employee Phone]

1. Position and Responsibilities

This contract establishes that [Employee Full Legal Name] will serve as a Technical Support Engineer at [Employer Legal Name].

Option A: Comprehensive Role Description

As a Technical Support Engineer, the Employee will be responsible for: Handling internal and external technical support requests, troubleshooting hardware and software issues, providing network and system support, performing diagnostics, ticketing and escalation management, technical document preparation, remote and on-site problem resolution, conducting client and staff training sessions, delivering after-hours and on-call support where necessary, system monitoring, ongoing skills development, and collaborating with engineering/development teams. The employee must also maintain compliance with service level agreements (SLAs). This includes providing support for Windows/Linux OS, network protocols (TCP/IP, DNS, DHCP), security tools, helpdesk platforms, remote desktop solutions, and ticketing software (e.g., ServiceNow, Jira, or equivalent).

Option B: Abbreviated Role Description

The Employee will provide technical support to internal and external users, troubleshoot technical issues, and contribute to the development of technical documentation.

Option C: Customized Role Description

[Detailed custom job description]

2. Technical Skillsets, Certifications, and Training

The employee must possess certain qualifications to fulfill their duties.

Option A: Required Skills and Certifications

The employee must possess proficiency in Windows/Linux OS support, network protocols (TCP/IP, DNS, DHCP), security tools, helpdesk platforms, remote desktop solutions, and ticketing software (e.g., ServiceNow, Jira, or equivalent). The employee must also obtain certifications such as CompTIA, Microsoft, or Cisco within [Number] months of employment.

Option B: Continuing Education

The employee is expected to participate in continuing education and training to stay current with industry best practices and technologies.

Option C: Meeting Attendance

The employee is expected to attend regularly scheduled department meetings.

3. Reporting Structure and Collaboration

The employee will report to a designated supervisor.

Option A: Direct Supervisor

The Employee will report directly to [Supervisor Name], [Supervisor Title]. Escalation hierarchy will follow company policy.

Option B: Interdepartmental Collaboration

The Employee will collaborate with engineering and development teams to resolve complex technical issues.

Option C: Custom Reporting

[Define the custom reporting structure]

4. Work Location and Schedule

The location and schedule expectations are crucial.

Option A: Primary Work Location

The primary work location will be at [Company Address] in Connecticut.

Option B: Remote/Hybrid Work

The Employee will be permitted to work remotely according to the company’s hybrid work policy, as defined in [Document Name, e.g., Employee Handbook].

Option C: On-Site Presence

On-site presence is required [Number] days per week.

5. Company Equipment and Security

The employee will be provided with resources needed for their role.

Option A: Equipment Provisioning

The Employer will provide the Employee with a laptop, mobile phone, and other necessary equipment to perform their job duties.

Option B: Security Policy

The Employee must adhere to the company’s device security policy, as detailed in [Document Name, e.g., Employee Handbook].

Option C: Permissible Use

The employee is responsible for adherence to the company's acceptable use policy when using company resources.

6. Employment Status and Work Hours

This defines the employment type, schedule, and compliance for wage standards.

Option A: Full-Time Employment

The Employee is hired as a full-time employee.

Option B: Work Hours

The Employee’s standard work hours are [Number] hours per week, typically from [Start Time] to [End Time], Monday through Friday. Shift schedules may include evening, weekend, or rotating on-call duties.

Option C: Overtime Compensation

Overtime pay will be compensated at 1.5x the regular hourly rate for all hours worked over 40 hours per week, as mandated by Connecticut law.

7. Compensation and Benefits

This section outlines compensation, benefits, and other financial considerations.

Option A: Base Salary

The Employee’s annual base salary will be [Dollar Amount], payable [Frequency, e.g., bi-weekly].

Option B: Connecticut Overtime

Overtime compensation will be paid at one and one-half (1.5) times the Employee's regular rate of pay for all hours worked in excess of forty (40) hours in a workweek, in compliance with Connecticut law.

Option C: Benefits Package

The Employee is eligible for health, dental, vision, disability, and life insurance, a 401(k) or state-mandated retirement plan, paid vacation, Connecticut paid sick leave, paid family and medical leave aligned with the Connecticut Paid Leave Authority, and all applicable public holidays, as detailed in the Employee Handbook.

8. Intellectual Property

Intellectual property protections are crucial for technical roles.

Option A: Ownership

All technical materials, documentation, software, troubleshooting guides, scripts, knowledge base articles, and solutions generated during employment are the exclusive property of the Employer.

Option B: Assignment

The Employee agrees to assign all intellectual property rights for technical configurations and customer-facing materials to the Employer.

Option C: Further Assurances

The Employee shall execute all documents and take all actions reasonably requested by the Employer to perfect the Employer's ownership of such intellectual property.

9. Confidentiality and Data Privacy

This defines the expectations for data handling and confidentiality.

Option A: Confidential Information

The Employee agrees to maintain the confidentiality of all customer information, internal system data, technical documentation, and vendor information.

Option B: Data Breach

The Employee must comply with Connecticut statutes on data breach notification if handling protected health information.

Option C: HIPAA Compliance

If Employee is involved in HIPAA-related activities, they must adhere to all applicable HIPAA regulations.

10. Cybersecurity and Data Security

Maintaining the security of company and customer information is paramount.

Option A: Security Protocols

The Employee must strictly adhere to company cybersecurity protocols, secure access procedures, and information security certifications.

Option B: Reporting Obligations

The Employee is obligated to report any suspected breaches or vulnerabilities to the appropriate company personnel immediately.

Option C: Security Awareness

Employee is required to attend security awareness training as mandated by the company.

11. Conflict of Interest and Outside Employment

These clauses cover outside activities that may conflict with the employment.

Option A: Disclosure

The Employee must disclose any potential conflicts of interest to the Employer.

Option B: Outside Activities

The Employee must obtain written permission from the Employer before engaging in any outside employment or external consulting activities.

Option C: Open Source

Requests to participate in outside technical forums or open-source projects are subject to approval by [Designated Authority].

12. Restrictive Covenants

These limit the employee's activities post-termination (subject to Connecticut law).

Option A: Non-Solicitation

The Employee agrees not to solicit customers, employees, or confidential information of the Employer for a period of [Number] months following termination of employment.

Option B: Scope

This non-solicitation agreement is limited to [Specific Geographic Area/Industry Sector].

Option C: Enforcement

This agreement is intended to be enforceable to the fullest extent permitted by Connecticut law.

13. At-Will Employment and Termination

Connecticut is an at-will employment state unless explicitly stated otherwise.

Option A: At-Will Status

Employment is at-will, meaning that either the Employer or the Employee may terminate the employment relationship at any time, with or without cause or notice, unless otherwise required by law or expressed in another agreement.

Option B: Termination Procedures

In the event of termination, the Employee is required to provide [Number] days written notice. The Employer may provide written notice or payment in lieu of notice, as permitted by law.

Option C: Final Pay

Final wage payment will be made in compliance with Connecticut wage law (within the next business day for employer discharge, next regular payday for resignation).

14. Post-Employment Obligations

Obligations that continue after employment ends.

Option A: Confidentiality

The Employee’s obligation to maintain the confidentiality of the Employer's confidential information survives termination of employment.

Option B: Return of Property

The Employee must return all company property upon termination of employment.

Option C: Non-Disparagement

The Employee agrees not to disparage the Employer following termination of employment.

15. Anti-Discrimination and Equal Employment Opportunity

Commitment to non-discrimination under Connecticut law.

Option A: Non-Discrimination Policy

The Employer is an equal opportunity employer and does not discriminate based on race, color, religion, sex, pregnancy, gender identity or expression, marital status, national origin, ancestry, age, disability, sexual orientation, genetic information, or veteran status.

Option B: Reporting Procedures

The Employee should report any instances of discrimination or harassment to [Designated Authority].

Option C: Diversity Commitment

The Employer is committed to fostering a diverse, equitable, and inclusive workplace.

16. Labor Law Disclosures and Compliance Notices

Compliance with Connecticut labor laws.

Option A: Workplace Postings

The Employee acknowledges receipt of workplace posting information and compliance notices required by Connecticut law.

Option B: Minimum Wage

The Employee’s wage complies with the Connecticut minimum wage law.

Option C: Tip Pooling

This position is not eligible for mandatory tip pooling.

17. Required Training

Mandatory training requirements.

Option A: Sexual Harassment Prevention

The Employee is required to complete sexual harassment prevention training as required by Connecticut's "Time's Up Act" within [Number] days of hire.

Option B: Compliance Resources

The Employer will provide resources for compliance and reporting.

Option C: Training Schedule

Training is scheduled to be completed by [Date].

18. Dispute Resolution and Governing Law

Process for resolving disputes and the governing jurisdiction.

Option A: Mediation

Prior to initiating litigation, the parties agree to attempt to resolve any disputes through mediation.

Option B: Governing Law

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

Option C: Arbitration

Any disputes arising out of or relating to this Agreement shall be settled by binding arbitration in Connecticut, in accordance with the rules of the American Arbitration Association.

19. Workplace Safety

Commitment to employee safety.

Option A: Safety Policy

The Employer is committed to providing a safe working environment in compliance with Connecticut OSHA regulations.

Option B: Incident Reporting

The Employee must report any unsafe conditions or accidents to [Designated Authority] immediately.

Option C: Support Resources

Support is available for employee health or mental health as appropriate to the technical support environment.

20. Unemployment and Workers' Compensation

Eligibility for state benefits.

Option A: Unemployment Insurance

The Employee is eligible for Connecticut unemployment insurance benefits if eligibility requirements are met.

Option B: Workers’ Compensation

The Employee is covered by the Employer’s workers’ compensation insurance policy.

Option C: Injury Reporting

The Employee must report any work-related injuries to [Designated Authority] immediately.

21. Background Check and Drug Testing

Policy on pre-employment screening.

Option A: Background Check

Employment is contingent upon successful completion of a background check.

Option B: Drug Testing

The Employee may be required to undergo drug testing as a condition of employment, consistent with Connecticut law.

Option C: Consent

The Employee consents to the background check and drug testing, if applicable, as outlined in the company policy.

22. Electronic Monitoring and Surveillance

Policies on monitoring employee activity (with required Connecticut notice).

Option A: Monitoring Policy

The Employer may monitor employee electronic communications and internet usage with prior written notice, as required by Connecticut law.

Option B: Acknowledgment

The Employee acknowledges receiving and understanding the company’s electronic monitoring policy.

Option C: Purpose

Monitoring may be conducted to ensure compliance with company policies, security protocols, and applicable laws.

23. Compliance with Client Requirements

Obligations related to specific clients (if applicable).

Option A: Public Sector Compliance

If job duties include service to Connecticut public sector clients, the Employee must comply with all applicable state public records laws.

Option B: Data Security

The Employee must adhere to client-specific data security requirements.

Option C: Vulnerability Reporting

The Employee must follow the procedures for reporting vulnerabilities to government entities, as required.

24. Amendment

How this agreement can be changed.

Option A: Written Consent

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

Option B: Review Period

The Employer may periodically review this Agreement and propose amendments.

Option C: Notification

The Employer will provide the Employee with reasonable notice of any proposed amendments.

25. Acknowledgment

Proof of receipt and understanding.

Option A: Full Understanding

The Employee acknowledges that they have read, understood, and agree to be bound by the terms of this Agreement.

Option B: Policy Manuals

The Employee acknowledges receipt of and understanding of the Employee Handbook and related company policy manuals.

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

[Employer Legal Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

[Employee Full Legal Name]

Signature: ____________________________

Date: ____________________________