Idaho office assistant employment contract template

Idaho Office Assistant Employment Contract

This Idaho Office Assistant Employment Contract ("Agreement") is made and entered into as of [Date] by and between [Employer Full Legal Name], located at [Employer Address], [Employer Phone], [Employer Email], hereinafter referred to as "Employer," and [Employee Full Legal Name], residing at [Employee Address], [Employee Phone], [Employee Email], hereinafter referred to as "Employee."

1. Position

This is a full-time employment contract for the position of Office Assistant.

• Option A: The Employee is hired as an Office Assistant.
• Option B: The position may require additional responsibilities as assigned by the Employer.

Job Description:

The Office Assistant's duties include, but are not limited to:

• Administrative support to staff and management.
• Data entry and record management.
• Scheduling and calendar management for meetings and appointments.
• Handling correspondence, including email, mail, and phone calls.
• Reception duties, greeting visitors and directing them appropriately.
• Document preparation, filing (physical and electronic), and organization.
• Office supply inventory and ordering.
• Maintaining records in compliance with employer policies.
• Assisting with travel arrangements and meeting coordination.
• Supporting internal reports and communication.

2. Required Skills

The Employee must possess the following skills:

• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).
• Operation of standard office equipment (copiers, scanners, fax machines).
• Basic bookkeeping or expense report handling (if applicable).
• Excellent interpersonal and communication skills.
• Confidentiality in handling sensitive information.

3. Reporting Structure

The Employee will report directly to [Reporting Manager Name], [Reporting Manager Title].

• Option A: The Employee will also collaborate with the [Team Name] team.
• Option B: The Employee is expected to maintain professional communication and customer service with both internal and external stakeholders.

4. Work Location

The Employee’s primary work location is the Employer’s office located at [Company Address in Idaho].

• Option A: Hybrid work or occasional telecommuting may be permitted according to company policy.
• Option B: The Employee is expected to work at the designated location unless otherwise directed by management, including office closures for weather or other emergencies common to Idaho.

5. Employment Type and Hours

The employment is full-time, with a minimum of [Number] hours per week.

• Option A: Scheduled hours are typically from [Start Time] to [End Time], Monday through Friday.
• Option B: The Employee is entitled to an unpaid lunch break of [Duration] and reasonable rest periods, per company policy.

The Employee is responsible for accurate timekeeping and attendance in accordance with Employer’s policies.

6. Overtime

The Employee’s eligibility for overtime pay will be determined according to the Fair Labor Standards Act (FLSA) and Idaho state law.

• Option A: Non-exempt employees will be paid one and one-half times their regular rate for hours worked over 40 in a workweek, as required by Idaho law.
• Option B: Overtime hours must be pre-approved by [Designated Authority].

7. Compensation

The Employee will be compensated at a rate of [Dollar Amount] per [Hour/Year], payable [Biweekly/Monthly].

• Option A: Payment will be made via [Direct Deposit/Paper Check].
• Option B: The Employee may be eligible for performance-based merit increases or bonuses, subject to Employer’s discretion.

8. Benefits

The Employee may be eligible for benefits as described in the Employer’s benefits summary.

• Option A: Health, dental, and vision insurance.
• Option B: Retirement/pension plan: [Plan Details, including any Idaho Public Employee Retirement System (PERSI) details if applicable].
• Option C: Paid vacation and sick leave according to company policy.
• Option D: Observed Idaho state holidays: [List of Holidays].
• Option E: Leave options for bereavement, jury duty, or voting, as required by Idaho and federal law.
• Option F: Eligibility for unpaid leave or family medical leave per the Family and Medical Leave Act (FMLA).

All benefits are subject to the terms and conditions of the applicable plan documents and Employer policies. Time off requests must be submitted according to company procedures, with adequate documentation as required.

9. At-Will Employment

This is an at-will employment relationship, meaning that either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice, subject to the termination provisions below. This is in accordance with Idaho law and does not constitute a contract for continued employment.

10. Termination

• A. Voluntary Resignation: The Employee must provide at least [Number] weeks’ written notice of resignation.
• B. Employer-Initiated Termination: The Employer may terminate employment for reasons including, but not limited to, job performance, attendance, misconduct, or economic reasons.

Upon termination, the Employee’s final paycheck will be provided in accordance with Idaho law (next regular payday or within 10 days, whichever is sooner). An exit interview may be conducted, and the Employee is responsible for returning all company property. Post-employment obligations regarding confidentiality remain in effect.

11. Non-Disclosure and Confidentiality

The Employee agrees to maintain the confidentiality of all proprietary and personal data, including client/vendor lists, payroll information, business records, and other confidential information. This obligation continues during and after employment. This includes compliance with Idaho law regarding trade secrets and company data.

12. Outside Employment

• Option A: The Employee may engage in outside employment, provided it does not conflict with the Employee’s duties to the Employer.
• Option B: Outside employment is prohibited if it creates a conflict of interest. The Employee will disclose any potential conflicts of interest to the Employer. (Especially relevant to public sector positions in Idaho.)

13. Background Screening and Reference Checks

• Option A: Employment is contingent upon successful completion of background screening and reference checks, compliant with Idaho state and federal law, including the Idaho Human Rights Act and the Fair Credit Reporting Act (FCRA).
• Option B: Background checks are not required.

14. Anti-Discrimination and Equal Opportunity Employment

The Employer is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, religion, sex, age, disability, or any other characteristic protected by the Idaho Human Rights Act. The Employer prohibits harassment of any kind. Complaint and reporting procedures are outlined in the Employee Handbook.

15. Workplace Conduct and Dress Code

The Employee is expected to maintain professional workplace conduct, including appropriate telephone etiquette, respectful communication, and privacy when handling sensitive information. The dress code is [Describe Dress Code].

16. Use of Office Equipment and IT Systems

Use of office equipment and IT systems is subject to the Employer’s policies. Permissible personal use, email and internet policy, and password protocols are outlined in the Employee Handbook. The Employee will adhere to Idaho-specific requirements for safeguarding personal information, such as Social Security numbers.

17. Training and Professional Development

• Option A: The Employee is required to complete onboarding training.
• Option B: Periodic skills refreshers or certifications may be required, tied to career advancement or wage increases.

18. Workers’ Compensation

The Employee is covered by workers’ compensation insurance as required by Idaho law. Injury reporting procedures and health/safety workplace standards are outlined in the Employee Handbook, incorporating any applicable Idaho Occupational Safety & Health (OSHA) regulations.

19. Immigration Work Authorization (If Applicable)

If applicable, the Employee must comply with federal and Idaho E-Verify program requirements for employment eligibility and must update forms as needed.

20. Dispute Resolution

The Employer encourages informal resolution of disputes.

• Option A: Disputes will be resolved through mediation/arbitration.
• Option B: This Agreement will be governed by the laws of the State of Idaho. Venue for any legal action will be in the appropriate Idaho state or federal court.

21. Severability

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

22. Entire Agreement

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

23. Notice and Amendment

Any notice required or permitted under this Agreement must be in writing and delivered to the addresses set forth above. This Agreement may be amended only by a written instrument signed by both parties.

24. Policy Changes

All elements of this contract, including compensation and benefits, are subject to change with reasonable notice, as permitted by Idaho law. Refer to the company’s employee handbook and any supplementary office-specific policies. The Employer reserves the right to update or revise policies and procedures.

25. Sector and Specific Requirements

This contract is tailored to reflect the Employer's specific sector (private/public), unique requirements (e.g., notary duties, records retention standards), or business practices common to Idaho office work.

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

[Employer Full Legal Name]

By: [Employer Signature]

Name: [Employer Printed Name]

Title: [Employer Title]

[Employee Full Legal Name]

By: [Employee Signature]

Name: [Employee Printed Name]