Georgia HR assistant employment contract template

Georgia HR Assistant Employment Contract

This Full-Time HR Assistant Employment Contract ("Agreement") is made and entered into as of [Date] by and between [Company Legal Name], a [State of Formation] corporation with its principal place of business at [Company Address, including City, County, State, Zip Code] ("Employer"), and [Employee Full Legal Name], residing at [Employee Address, including City, State, Zip Code] ("Employee").

1. Position and Duties

The Employer hereby employs the Employee as a HR Assistant.

Option A: The Employee's primary duties shall include, but are not limited to: administration of candidate sourcing and interview scheduling, onboarding and orientation facilitation, administration of payroll data entry, HRIS records management, support in benefits enrollment administration, maintenance of personnel files in compliance with Georgia recordkeeping and privacy laws, participation in employee relations investigations under HR management guidance, preparation of reports for regulatory and management use, administration of time-keeping systems, and coordination of employee recognition and engagement programs.

Option B: (Provide a detailed, customized list of the employee's responsibilities)

The Employee will report to [Reporting Manager Name and Title] and will adhere to the established chain of command for HR queries.

2. Work Location and Remote Work Policy

The Employee's primary work location will be at the Employer's office located in [City, County], Georgia.

Option A: The company does not permit remote work.

Option B: The company's remote/hybrid work policy, as outlined in [Policy Name, e.g., Employee Handbook Section 3.2], applies to this position. Employee acknowledges that remote work is conditional and the company reserves the right to revoke or modify it at any time.

3. Employment Type and Work Hours

This is a full-time employment position.

The Employee's standard work hours shall be [Number] hours per week.

Georgia and FLSA-compliant meal and rest breaks will be provided.

The Employee's overtime eligibility will be determined strictly pursuant to Georgia and FLSA requirements for non-exempt employees.

The pay cycle frequency is [e.g., bi-weekly, semi-monthly].

Local payroll tax withholding will be as required by the Georgia Department of Revenue.

4. Compensation and Benefits

The Employee's base wage shall be [Annual Salary or Hourly Rate].

Overtime will be calculated at a rate of one and one-half (1.5) times the Employee's regular hourly rate for all hours worked over 40 in a workweek, in accordance with Georgia and FLSA laws.

Wages will be paid via [Direct Deposit/Check].

Regular paydays will be [Day of the week].

Option A: The employee is not eligible for commission or bonuses.

Option B: The employee is eligible for [Commission or bonus details, including criteria and payout schedule].

Employer-paid benefits include: [List benefits such as health, dental, vision, life insurance, and retirement plans].

Eligibility and enrollment periods for benefits will be as outlined in the Employer's benefits plan documents, in compliance with Georgia insurance laws.

5. Paid Time Off and Leave Policies

The Employee is eligible for [Number] days of vacation per year.

The Employee is eligible for [Number] days of sick leave per year.

The Employee is eligible for [List paid holidays observed by the Employer].

Unpaid leave will be governed by the Employer's policy and will comply with Georgia's Family Violence Leave Act, jury duty leave, voting leave, and military leave laws.

COBRA and HIPAA notices regarding health coverage continuation will be provided as required by law.

6. Compliance with Employment Laws

The Employee is responsible for complying with all applicable federal and Georgia employment laws, including but not limited to the EEOC, ADA, FLSA, FMLA, E-Verify (pursuant to Georgia's mandatory E-Verify law), and the Georgia Security and Immigration Compliance Act.

7. Confidentiality

The Employee acknowledges that during their employment, they will have access to confidential information, including personnel records, payroll information, background checks, I-9 and E-Verify data, medical/disability accommodations, and sensitive company policies. The Employee agrees to maintain the confidentiality of this information both during and after their employment. This includes adhering to Georgia's laws protecting trade secrets.

8. Technology and Data Security

The Employee agrees to handle all HR documents and digital records securely, including email and HRIS usage, access protocols, and will immediately notify the Employer in case of any unauthorized disclosures or data breaches, consistent with Georgia privacy and cybersecurity laws.

9. Conflict of Interest

The Employee agrees to avoid participating in employment decisions about relatives or close associates, processing self-related payroll or benefits, and will promptly report any potential conflicts of interest.

10. Training

The Employee will participate in mandatory HR and compliance training sessions as required by the Employer, including training on sexual harassment prevention, safety, and EEOC compliance, keeping abreast of updates to Georgia law.

11. Non-Discrimination and Anti-Harassment

The Employer is committed to providing a workplace free of discrimination and harassment, as defined by federal and Georgia law. The Employee agrees to uphold the Employer's policies and support compliance documentation.

12. At-Will Employment

This is an at-will employment relationship, and either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice, subject to any applicable contractual obligations. This is consistent with Georgia law.

13. Termination

The Employer may terminate the Employee's employment for cause, without cause, or for gross misconduct.

If the Employee chooses to resign, the Employee shall provide the Employer with at least [Number] weeks' written notice.

The Employer may terminate the Employee's employment immediately for confidentiality breaches or gross violation of company policy.

The Employee's final paycheck will be processed in accordance with Georgia law.

Option A: Accrued but unused PTO will be paid out upon termination.

Option B: Accrued but unused PTO will not be paid out upon termination.

Upon termination, the Employee must return all company property and access will be revoked.

14. Workplace Safety

The Employee will comply with all Georgia and federal OSHA regulations.

The Employee will report any workplace incidents or safety hazards to the Employer.

Option A: The Employee will participate in the Employer's safety committee.

Option B: The Employee is not required to participate in Employer's safety committee.

15. Non-Competition and Non-Solicitation

Option A: Employee agrees not to compete with the Company or solicit its employees or customers during the term of employment and for a period of [Number] months following termination within a [Radius] mile radius of the Company's principal place of business. This restriction is limited to [Specific business activities].

Option B: There is no non-competition or non-solicitation agreement in place.

16. Workplace Posters and Notices

The Employee will assist in ensuring that all required state and federal labor law posters are displayed in HR-managed areas.

17. Dispute Resolution

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

Any claims arising under this Agreement shall be brought in the county of the Employer's principal Georgia office.

The parties agree to attempt to resolve any disputes arising under this Agreement through good-faith negotiation and mediation prior to initiating any litigation.

[Option to include Arbitration clause here, specifying rules and allocation of costs]

18. Assignment, Amendment, and Waiver

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

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

No waiver of any provision of this Agreement shall be effective unless in writing and signed by the party against whom the waiver is sought to be enforced.

19. Severability

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

20. Entire Agreement

This Agreement constitutes the entire agreement between the parties with respect to the subject matter hereof and supersedes all prior or contemporaneous communications and proposals, whether oral or written.

21. Background Check and Drug Screening

Option A: Employment is contingent upon satisfactory results of a background check and drug screening, conducted in accordance with Georgia and federal law.

Option B: No background check or drug screening will be conducted.

22. Other Conditions

The Employee will assist with the annual EEO-1 reporting.

Option A: The Employer is a federal contractor and the Employee will assist in Affirmative Action Plan administration.

Option B: This task is not required.

The Employee will comply with the Employer's record retention and destruction policies.

23. Policy Acknowledgements

The Employee acknowledges receipt of the following policies:

Employee Handbook

IT Usage Policy

Harassment Prevention Policy

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

____________________________

[Employer Name]

By: [Employer Representative Name and Title]

Date: [Date]

____________________________

[Employee Full Legal Name]

Date: [Date]

[Option to include electronic signature clause as per Georgia UETA]