Georgia HR generalist employment contract template

Georgia HR Generalist Employment Contract

This Georgia HR Generalist Employment Contract (the "Agreement") is made and entered into as of [Date], by and between [Employer Full Legal Name], located at [Employer Address] ("Employer"), and [Employee Full Legal Name], residing at [Employee Address] ("Employee").

Position: Human Resources (HR) Generalist

Job Description:

Option A:

The Employee shall perform the duties of an HR Generalist, including but not limited to: talent acquisition, onboarding/offboarding, benefits administration, payroll processing, employee relations, performance management, policy development and interpretation, HR compliance recordkeeping, EEO/Affirmative Action obligations, training coordination, compliance reporting, employee handbook updates, HRIS/data management, investigations of workplace issues, internal complaint management, organization of employee files in compliance with Georgia and federal retention requirements, and serving as a first-line contact for employee inquiries.

Option B:

[Specific Duties List - Customize as needed]

Compliance with Laws: The Employee is expected to adhere to all applicable Georgia state and federal employment laws, including but not limited to the Georgia Wage and Hour Act, Georgia Equal Employment for Persons with Disabilities Code, and relevant local ordinances.

Work Location:

Option A:

The primary work location shall be at the Employer's office located at [Work Location Address in Georgia].

Option B:

The Employee’s work location will be hybrid.

The Employee must ensure secure handling of confidential employee data on- and off-site.

Option C:

Remote Work.

The Employee must ensure secure handling of confidential employee data on- and off-site.

Employment Type and Hours:

Option A:

Regular Full-Time. The standard work week is [Number] hours per week.

Option B:

Attendance and overtime will be in accordance with Employer policy and the Fair Labor Standards Act (FLSA). Georgia law does not mandate rest or meal periods, but Employer policy dictates [Details of any break policy]. Overtime will be compensated in compliance with FLSA and Georgia minimum wage laws.

Compensation:

Option A:

The Employee's annual salary shall be [Dollar Amount], payable [Pay Frequency, e.g., bi-weekly].

Option B:

The Employee's hourly wage shall be [Dollar Amount], payable [Pay Frequency, e.g., bi-weekly]. Overtime will be paid at a rate of one and one-half (1.5) times the Employee’s regular hourly rate for all hours worked over forty (40) in a workweek.

Option C:

The employee will be eligible for a [Merit, Incentive or Retention] bonus based on [HR Metrics].

Option D:

The employee will be eligible for reimbursement of professional HR association dues or certifications such as SHRM or HRCI fees.

Benefits:

Eligibility for group health, dental, and vision insurance, participation in 401(k) or other retirement plans (including any employer contributions), paid vacation, sick leave, company holidays (observing typical Georgia public holidays), state-mandated leave such as jury duty and military leave, bereavement, and optional HR industry training/conference reimbursement will be governed by the terms of the Employer's benefit plans.

Option A:

Detailed benefit information is available in the Employee Handbook.

Option B:

The employee will receive [number] days of paid time off each year.

The employee will receive [number] days of sick time each year.

Confidentiality: The Employee shall maintain the confidentiality of all sensitive HR and personnel information, applicant/employee records per Georgia’s employer data protection laws, as well as any federal HIPAA, ADA, FMLA, or FCRA requirements.

Intellectual Property: Any HR policies, training materials, or documentation created by the Employee shall be the property of the Employer, unless otherwise agreed in writing.

Internal Complaints and Investigations:

Internal escalation procedures for HR or workplace complaints, investigations, and whistleblower protection are outlined in the Employee Handbook and will be followed. The employer maintains a Georgia-compliant anti-retaliation commitment.

Equal Employment Opportunity: The Employer is committed to equal employment opportunity in compliance with all anti-discrimination, anti-harassment, and equal employment opportunity obligations specific to Georgia (citing O.C.G.A. Title 34, and applicable federal laws).

Behavioral and Ethical Standards: The Employee is expected to maintain neutrality, avoid conflicts of interest, and accurately and timely report compliance matters. The employee will also lawfully monitor eligibility to work and comply with Georgia E-Verify requirements where applicable.

Restrictive Covenants:

Any confidentiality and non-solicitation clauses are narrowly tailored to the HR role, in compliance with Georgia Restrictive Covenant Act (O.C.G.A. § 13-8-50 et seq.).

Option A:

Non-compete Agreement: [Include details of any non-compete agreement, ensuring it is reasonable and enforceable under Georgia law. If no non-compete, state "There is no non-compete agreement."]

Option B:

There is no non-compete agreement.

Employment At-Will: Employment is at-will, as governed by Georgia law.

Option A:

The employer may terminate the agreement for cause at any time. Cause includes gross misconduct, confidentiality breaches, or violations of law or professional standards.

Option B:

Minimum notice of resignation is [Number] days. The employee will participate in an exit interview upon separation.

Option C:

Final pay will be disbursed to the employee no later than the next regular payday, as required by Georgia law.

Return of Property: Upon termination, the Employee shall return all Employer property, including access credentials, HR files, devices, and proprietary materials.

Dispute Resolution: Any disputes shall be resolved through good-faith internal mediation, then arbitration or court action as a last resort, with Georgia law and venue controlling.

Workers' Compensation and Safety: Workers’ compensation, workplace safety, and labor posters must be up-to-date and accessible, and the HR Generalist is responsible for monitoring compliance and reporting per Georgia Occupational Health and Safety Code.

Professional Development: The Employee is expected to engage in ongoing professional development in HR, including compliance updates on state and federal labor law, and participate in company-sponsored HR compliance, DEI, and ethics training.

Amendment: This job description and compensation may be periodically reviewed and amended to reflect evolving HR practices, company policy, and changes in Georgia or federal employment law.

Customization: All contract provisions may be customized or adjusted to accommodate unique needs of the employer, industry, or workplace context, consistent with Georgia and federal law.

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

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

Severability: If any provision of this Agreement is held to be invalid or unenforceable, such provision shall be struck and 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 Full Legal Name]

By: ____________________________
[Employer Representative Name]
[Employer Representative Title]

____________________________
[Employee Full Legal Name]
Employee Signature

Date: ____________________________