Illinois IT assistant employment contract template

Illinois IT Assistant Employment Contract

This Illinois Full-Time IT Assistant Employment Agreement (the "Agreement") is made and entered into as of [Date] by and between [Employer Legal Name], with its principal place of business at [Employer Address] ("Employer"), and [Employee Legal Name], residing at [Employee Address] ("Employee").

• Employer Contact: [Employer Contact Name], [Employer Contact Phone Number], [Employer Contact Email]
• Employee Contact: [Employee Phone Number], [Employee Email]

1. Position and Job Duties

• Option A: Position: IT Assistant. The Employee is hired as an IT Assistant, a position aligning with Illinois Department of Employment Security Code [IDES Code, if applicable].
• Option B: Primary Responsibilities: Provide technical support to end-users, set up and maintain system hardware and software, troubleshoot network issues, manage helpdesk tickets, administer user accounts, install and update software, provide remote and on-site troubleshooting, assist in network monitoring, maintain IT asset inventory, implement basic cybersecurity practices, follow escalation protocols, and participate in disaster recovery procedures.
• Required Certifications/Skills: [List Certifications, e.g., CompTIA A+, Network+].
• Reporting Structure: The Employee reports to [Immediate Supervisor Name], [Supervisor Title].
• Ticketing Systems: [List Ticketing Systems Used]
• Hardware/Software Platforms Managed: [List Types of Hardware/Software]

2. Work Location and Remote Work

• Option A: Primary Work Location: The Employee’s primary work location is [Work Location Address] in Illinois.
• Option B: Remote Work: The Employee may be eligible for remote work as per the Employer’s remote work policy.
  • Illinois-Specific Remote Work Compliance: The Employer will reimburse necessary business expenses (e.g., internet) incurred during remote work, in compliance with the Illinois Wage Payment and Collection Act.
  • Illinois Biometric Information Privacy Act (BIPA): If remote access involves handling biometric data, the Employee agrees to comply with all BIPA requirements.

3. Employment Status and Work Hours

• Option A: Full-Time Employment: This is a full-time position requiring a minimum of [Number] hours per week.
• Option B: Standard Work Hours: The standard work hours are [Start Time] to [End Time], Monday through Friday.
• Meal and Rest Breaks: The Employee is entitled to meal and rest breaks as required by Illinois law.
• Overtime: Overtime work requires prior authorization.
  • Overtime Pay: The Employee is eligible for overtime pay at 1.5 times the regular rate for hours worked exceeding 40 in a workweek, in accordance with the Illinois Minimum Wage Law and the Fair Labor Standards Act (FLSA).
• Time Tracking: The Employee will track work hours using [Time Tracking System].

4. Compensation and Benefits

• Option A: Salary: The Employee’s annual salary is [Salary Amount], payable [Payment Frequency, e.g., bi-weekly] in accordance with Illinois payday law.
• Option B: Hourly Wage: The Employee’s hourly wage is [Hourly Wage Amount], payable [Payment Frequency, e.g., bi-weekly] in accordance with Illinois payday law.
• Payment Method: Payments will be made via [Payment Method, e.g., direct deposit].
• Performance-Based Bonuses: The Employee may be eligible for performance-based bonuses as determined by the Employer’s bonus plan.
• On-Call Compensation: If required to be on-call, the Employee will receive compensation as per the Employer's on-call policy.
• Salary Deductions: Salary deductions will be made only as authorized under Illinois law.
• Employee Benefits: The Employee is eligible for benefits including:
  • Group Health Insurance
  • Dental Insurance
  • Vision Insurance
  • Life Insurance
  • 401(k) or other retirement plan
  • Paid Vacation Leave: [Number] days per year, accruing as per the Employer’s vacation policy.
  • Paid Sick Leave: Accrued as per Illinois Paid Sick Leave law (and Cook County/Chicago Earned Sick Leave, if applicable) based on hours worked.
  • Paid Illinois State Holidays
  • Jury Duty Leave: As required by Illinois law.
  • Military Leave: As required by Illinois law.
  • Technical Training and Certification Reimbursement: Subject to Employer approval and policy.
  • Tuition Assistance: Subject to Employer approval and policy.
  • Employee Assistance Program (EAP)

5. At-Will Employment and Termination

• Option A: At-Will Employment: This is an at-will employment relationship, meaning that either party may terminate the employment at any time, with or without cause or notice, except as otherwise required by law.
• Option B: Notice of Resignation: The Employee is required to provide [Number] days’ written notice of resignation.
• Option C: Notice of Termination: The Employer reserves the right to terminate the employee with [Number] days’ written notice except in cases of serious misconduct that may require immediate termination.
• Severance: Severance pay, if any, will be determined at the Employer’s discretion and will be subject to a separate agreement.
• Final Pay: The Employee’s final paycheck will be provided as required by Illinois wage payment regulations.
• Return of Property: Upon termination, the Employee must immediately return all Employer property, including access cards, laptops, and credentials.

6. Confidentiality, Non-Disclosure, and Data Security

• Confidential Information: The Employee agrees to maintain the confidentiality of all proprietary systems, internal data, and personal identifying information.
• Compliance: The Employee agrees to comply with BIPA, HIPAA (if applicable), and other applicable data privacy laws.
• Security Incidents: The Employee must immediately report any security or privacy incident to the Employer.

7. IT and Cybersecurity Policies

• Compliance: The Employee agrees to comply with the Employer’s IT and cybersecurity policies, including password protection protocols, device encryption, and regular system updates.
• Illinois and Federal Data Protection Mandates: The Employee agrees to comply with all Illinois state and federal data protection mandates.

8. Illinois Biometric Information Privacy Act (BIPA)

• Compliance: If handling biometric data (facial recognition, fingerprints, etc.), the Employee acknowledges and agrees to comply with all obligations under BIPA.

9. Intellectual Property

• Ownership: All work product, scripts, software routines, documentation, and solutions developed by the Employee during employment are the exclusive property of the Employer, consistent with Illinois law.
• Open-Source Contributions: Employee notification and Employer approval are required for any open-source contributions or invention disclosures.

10. Non-Competition and Non-Solicitation

• Non-Compete (Only if legally permissible under the Illinois Freedom to Work Act): If the Employee’s compensation meets the statutory requirements where a non-compete agreement is enforceable, the Employee agrees not to engage in competitive activities within [Geographic Area] for [Number] months following termination. The terms are narrowly tailored to protect legitimate business interests.
• Non-Solicitation: The Employee agrees not to solicit the Employer’s employees or customers for [Number] months following termination.
• [Note: The enforceability of non-compete agreements in Illinois is subject to the Illinois Freedom to Work Act and requires specific conditions to be met.]

11. Moonlighting and External IT Consulting

• Prior Approval: The Employee must obtain prior written approval from the Employer before engaging in moonlighting or external IT consulting activities.

12. Anti-Harassment, Anti-Discrimination, and Equal Employment Opportunity

• Policy: The Employer maintains a strict anti-harassment, anti-discrimination, and equal employment opportunity policy in compliance with the Illinois Human Rights Act.
• Reporting: The Employee should report any incidents of workplace harassment or discrimination immediately.
• Training: The Employee agrees to complete mandatory sexual harassment prevention training as required by Illinois law.

13. Illinois-Specific Leave Rights

• VESSA: The Employee is entitled to leave under the Victims’ Economic Security and Safety Act (VESSA) as required by Illinois law.
• Family Military Leave Act: The Employee is entitled to leave under the Family Military Leave Act as required by Illinois law.

14. Dispute Resolution

• Internal Complaints Process: The Employer maintains an internal complaints process for resolving workplace disputes.
• Mediation/Arbitration: [Choose One: Mandatory Mediation / Mandatory Arbitration / Voluntary Mediation / Voluntary Arbitration / None] may be used to resolve disputes arising under this Agreement.
• Venue: Any legal proceedings will be conducted in Illinois courts.
• Governing Law: This Agreement is governed by the laws of the State of Illinois.

15. Workers’ Compensation, Unemployment Benefits, and Occupational Safety

• Workers’ Compensation: The Employee is covered by Illinois workers’ compensation insurance.
• Unemployment Benefits: The Employee is eligible for Illinois unemployment benefits if eligible under Illinois law.
• Occupational Safety: The Employer complies with the Illinois Occupational Safety and Health Act and OSHA IT-related safety standards.

16. Business Expenses

• Reimbursement: The Employer will reimburse reasonable and necessary business expenses in accordance with the Illinois Wage Payment and Collection Act.

17. Monitoring

• Conditions: The Employer may monitor email, systems, or devices in compliance with Illinois privacy rules.

18. Exit Procedures

• Responsibilities: Upon termination, the Employee must complete all exit procedures, including data security measures, password resets, and de-provisioning of system access.

19. Training

• Compliance: The Employee must complete all onboarding, periodic compliance, IT systems, and cybersecurity training as mandated by company policy and Illinois/federal law.

20. Amendment

• Updates: The terms of this Agreement may be adjusted to reflect changes in Illinois employment statutes or IT industry standards.

21. Addenda

• Option A: Additional Information: See attached addenda for detailed job descriptions or requirements.
• Option B: No Addenda: There are no addenda to this agreement.

22. Acknowledgment

• The Employee acknowledges receipt of and agreement to all referenced policies and procedures.

Signed this [Day] day of [Month], [Year].

____________________________
[Employer Representative Name], [Employer Representative Title]

____________________________
[Employee Legal Name]