Illinois HR generalist employment contract template

Illinois Full-Time HR Generalist Employment Agreement

This Illinois Full-Time HR Generalist Employment Agreement (the “Agreement”) is made and entered into as of [Date], by and between [Company Legal Name], an Illinois entity with its principal place of business at [Company Address] (“Employer”), and [Employee Name], residing at [Employee Address] (“Employee”).

1. Employment

• Employer hires Employee as a full-time HR Generalist.
• Option A: The effective date of employment is [Start Date].
• Option B: The effective date of employment will be mutually agreed upon.

2. Position and Responsibilities

• Employee will serve as HR Generalist, reporting to [Supervisor Title].
• Employee's responsibilities include, but are not limited to:
• Recruiting and onboarding new employees.
• Managing employee relations issues.
• Administering employee benefits and leave (FMLA, Illinois Family Bereavement Leave Act, Victims' Economic Security and Safety Act).
• Payroll processing, including compliance with garnishments and wage assignments.
• Ensuring compliance with federal and Illinois labor laws (Illinois Wage Payment and Collection Act, Illinois Human Rights Act, Equal Pay Act, Biometric Information Privacy Act, One Day Rest in Seven Act).
• Maintaining personnel records according to legal requirements.
• Processing employee terminations and conducting exit interviews.
• Assisting with workplace investigations.
• Implementing and updating workplace safety and HR policies, including mandatory annual sexual harassment prevention training as required under Illinois law.
• Participating in EEO tracking and reporting.
• Maintaining labor law posters and ensuring compliance.

3. Work Location and Travel

• Employee's primary work location will be:
• Option A: Onsite at [Company Address].
• Option B: Hybrid (partially remote) as determined by Employer.
• Option C: Remote, based in Illinois.
• Travel Requirements:
• Option A: No travel required.
• Option B: Occasional travel to other company facilities within Illinois may be required.

4. Employment Status and Hours

• Employee's employment is full-time.
• Standard working hours are [Number] hours per week.
• Overtime:
• Option A: Employee is eligible for overtime pay, calculated at 1.5 times the regular hourly rate for hours worked over 40 in a workweek, as required by Illinois law.
• Option B: Employee is exempt from overtime under the [Exemption Category: e.g., Administrative Exemption].
• Meal and Rest Breaks: Employee is entitled to meal and rest breaks as required under Illinois law.
• Flexible Scheduling:
• Option A: No flexible scheduling.
• Option B: Flexible scheduling may be available subject to Employer approval.

5. Compensation and Benefits

• Base Salary/Hourly Rate:
• Option A: Employee's annual salary is [Salary Amount], paid [Pay Cycle: e.g., Biweekly, Semimonthly].
• Option B: Employee's hourly rate is [Hourly Rate], paid [Pay Cycle: e.g., Biweekly, Semimonthly].
• Method of Wage Payment:
• Option A: Direct deposit.
• Option B: Paper check.
• Performance Bonuses/Merit Increases: Employee may be eligible for performance bonuses or merit increases based on performance and company profitability.
• Wage Deductions: All wage deductions (health insurance, taxes, etc.) will comply with Illinois law, and express written consent will be obtained for any lawful deductions not required by law.
• Employee Benefits:
• Participation in employer-sponsored health, dental, vision, and life insurance plans.
• Participation in 401(k) or Illinois Secure Choice Savings Program.
• Paid vacation and sick leave in accordance with company policy and Illinois law, including accrual, rollover, and payout policies.
• Paid family and bereavement leave as per the Illinois Family Bereavement Leave Act.
• Holidays: [List of Holidays] and any additional Illinois-specific holidays.
• Professional development or SHRM/HRCI certification reimbursement (subject to company policy).

6. Confidentiality and Data Privacy

• Employee agrees to maintain the confidentiality of all employee and company HR information.
• Employee will comply with the Illinois Biometric Information Privacy Act (BIPA) if handling biometric data or time-clocks.
• Employee will protect Social Security numbers and other personally identifiable information in accordance with the Personal Information Protection Act.

7. Intellectual Property

• Any HR policies, templates, or training materials developed by Employee during employment are the property of Employer, with exclusions for pre-existing materials owned by the Employee.

8. Reporting Lines and Supervision

• Employee reports to [Supervisor Title].
• Employee:
• Option A: Has supervisory responsibilities over [List of Positions].
• Option B: Has no supervisory responsibilities.
• Employee will not provide legal advice unless a licensed attorney.

9. Conduct Expectations

• Employee will adhere to all company policies, including those related to anti-discrimination, anti-harassment, and mandatory reporter obligations under applicable Illinois statutes.
• Employee will uphold company policies on diversity, equity, and inclusion as per the Illinois Human Rights Act.

10. At-Will Employment

• Employee's employment is at-will, meaning either party may terminate the employment relationship at any time, with or without cause or notice, subject to the terms below regarding separation pay.
• Termination Procedures:
• Resignation: Employee is requested to provide [Number] weeks' written notice of resignation.
• Involuntary Termination: Employer may terminate Employee's employment at any time.
• Layoff: Employer may lay off employees due to economic or business reasons.
• Required Notice Periods: Subject to applicable Illinois law.
• Separation Pay:
• Option A: No separation pay will be provided unless required by law.
• Option B: Separation pay may be offered at the Employer's discretion, per the company's separation pay policy.
• Final Paycheck: Employee's final paycheck will be issued in accordance with Illinois law.
• Return of Company Property: Employee will return all company property upon termination.

11. Post-Termination Obligations

• Employee will maintain confidentiality of company and employee information after termination.
• Non-Solicitation/Non-Compete:
• Option A: Employee agrees not to solicit employees or customers of Employer for a period of [Number] months following termination, within a [Geographic Area] radius of Employer's principal place of business, subject to the Illinois Freedom to Work Act and the Illinois Workplace Transparency Act. If Employee’s annual earnings are below [$75,000], this covenant will not be enforced.
• Option B: Employee’s total annual compensation upon separation from employment is at least [$75,000] but no more than [$150,000], the restrictions contained in this non-compete agreement will not be enforced against Employee unless Employer pays Employee, for the period during which the non-compete is enforced, consideration equal to at least 10% of the compensation earned by Employee during the 12-month period preceding the Employee’s separation from employment.
• Option C: No non-solicitation or non-compete agreement is required.
• Employee will not use or disclose confidential information acquired during employment.

12. Dispute Resolution

• Any disputes will first be addressed through internal HR processes.
• If unresolved, the parties agree to Illinois state mediation.
• Illinois law governs this Agreement, and venue and jurisdiction are in Illinois.

13. Compliance with Illinois Law

• Employee will comply with all mandatory Illinois training requirements, including annual sexual harassment prevention training.
• Employee is subject to the protections of the Illinois Whistleblower Act.
• Employee is covered by Employer's workers' compensation insurance.
• Employee must adhere to all applicable Illinois OSHA rules.
• Employee will abide by all unique city/county ordinances affecting HR work (e.g., minimum wage laws in Chicago or Cook County).

14. Equal Opportunity and Accommodations

• Employer is an equal opportunity employer and provides reasonable accommodations in accordance with the ADA, IHRA, and Pregnancy Rights laws.
• Employer will comply with EEO-1, VETS-4212, as may be required.

15. Professional Development

• Employee is expected to remain current with legal updates and participate in relevant Illinois/national HR professional development.

16. Miscellaneous

• Severability: If any provision of this Agreement is held to be invalid or unenforceable, the remaining provisions will remain in full force and effect.
• Entire Agreement: This Agreement constitutes the entire agreement between the parties and supersedes all prior agreements and understandings, whether written or oral.
• Amendment: This Agreement may be amended only by a writing signed by both parties.
• Waiver: No oral modifications or waivers of any provision of this Agreement will be effective.
• Governing Law: This Agreement will be governed by and construed in accordance with the laws of the State of Illinois.

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

[Company Legal Name]

By: [Authorized Representative Name]

Title: [Authorized Representative Title]

[Employee Name]

Signature: ____________________________

Date: ____________________________