Indiana receptionist employment contract template
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How Indiana receptionist employment contract Differ from Other States
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Indiana follows employment-at-will, meaning either employer or employee can terminate employment at any time without cause.
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Indiana law does not require payment for unused vacation time at termination, unless stated in the employment contract.
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Indiana restricts the enforceability of non-compete clauses, requiring them to be reasonable in scope, duration, and geography.
Frequently Asked Questions (FAQ)
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Q: Is it mandatory to provide benefits to receptionists in Indiana?
A: No, Indiana law does not mandate employers provide benefits like health insurance, unless required by federal law.
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Q: Can an Indiana receptionist be fired without notice?
A: Yes, as Indiana is an at-will employment state, either party can terminate employment without prior notice unless the contract states otherwise.
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Q: Does Indiana require overtime pay for receptionists?
A: Yes, overtime must be paid as required by federal and state law if the receptionist is classified as a non-exempt employee.
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Indiana Receptionist Employment Contract
This Indiana Receptionist Employment Contract (the “Agreement”) is made and entered into as of this [Date], by and between [Employer Legal Name], with a principal place of business at [Employer Address], Indiana ("Employer"), and [Employee Full Legal Name], residing at [Employee Address], Indiana ("Employee").
1. Employment
- Option A: Employer hires Employee as a full-time Receptionist.
- Option B: Employer hires Employee as a part-time Receptionist.
2. Job Responsibilities
- The Employee's primary responsibilities include, but are not limited to:
- Greeting visitors and directing them appropriately.
- Answering, screening, and transferring phone calls using the company’s telephone system, intercom, and other related equipment.
- Managing incoming and outgoing mail, packages, and courier services.
- Scheduling appointments and managing meeting room bookings.
- Maintaining visitor logs and ensuring visitor sign-in/sign-out procedures are followed.
- Maintaining a clean and professional reception area.
- Handling basic administrative tasks, including filing, supply ordering, and photocopying.
- Ensuring compliance with front desk security and data privacy procedures.
- Responding to office-wide announcements and relaying information.
- Serving as the first point of contact for internal and external stakeholders.
- Managing deliveries and courier services.
- Use of visitor management software [Software Name] and scheduling platform [Platform Name].
- Option A: The Employee may be required to perform other related duties as assigned by the Employer.
- Option B: The Employee’s duties are strictly limited to those listed above.
3. Reporting and Performance
- The Employee will report directly to [Supervisor Name].
- Performance will be evaluated based on the following criteria:
- Telephone manner and etiquette.
- Punctuality and attendance.
- Customer service benchmarks.
- Accuracy in handling information.
- Ability to handle confidential or sensitive information appropriately.
- Adherence to company policies and procedures.
- Option A: Performance reviews will be conducted [Frequency].
- Option B: Performance reviews will be conducted as needed.
4. Work Location
- The Employee's primary work location will be at the Employer’s business premises located at [Employer Address], Indiana.
- Option A: The Employee is required to be physically present at the work location during scheduled work hours. No hybrid or off-site work is permitted.
- Option B: Hybrid or off-site work is [Permitted/Not Permitted] under the following conditions: [Conditions].
5. Employment Type and Work Hours
- The employment is full-time.
- The Employee will work a minimum of [Number] hours per week.
- The Employee's scheduled shifts are from [Start Time] to [End Time], [Days of the Week].
- The Employee is entitled to a [Length] minute lunch break and [Number] rest breaks of [Length] minutes, per Indiana labor laws and federal FLSA requirements for non-exempt roles.
- The company’s policy for covering the reception area during breaks or absences is as follows: [Coverage Policy].
6. Compensation
- The Employer will pay the Employee an hourly wage of [Dollar Amount].
- Wages will be paid [Frequency] via [Method of Payment], per the Indiana Wage Payment/Claim Act.
- Overtime pay will be provided in accordance with federal law (FLSA) for all hours worked over 40 in a workweek.
- Option A: The Employee is eligible for a shift premium of [Dollar Amount] for [Shift Details].
- Option B: The Employee is eligible for a bonus based on [Bonus Criteria].
- Wage adjustments or merit increases will be determined based on performance and will be reviewed [Frequency].
7. Benefits
- The Employee is eligible for the following benefits, subject to the terms and conditions of the applicable benefit plans:
- Health insurance: [Yes/No]
- Dental insurance: [Yes/No]
- Vision insurance: [Yes/No]
- Paid Time Off (PTO): [Number] days per year.
- Sick days: [Number] days per year. Note: Indiana does not have statutory paid sick leave.
- Personal days: [Number] days per year.
- Indiana-recognized holidays: [List of Holidays].
- Retirement plan participation: [Yes/No].
- Parking/Transportation reimbursement: [Yes/No, Details].
- Uniform/Dress code allowance: [Yes/No, Details].
- Professional development/Customer service training: [Yes/No, Details].
8. Confidential Information
- The Employee acknowledges that they will have access to confidential information, including visitor identities, corporate guests, and client meeting details.
- If applicable, the Employee will comply with all HIPAA policies and procedures.
- The Employee will adhere to data security and computer use expectations as outlined in the company’s IT policy.
- Option A: The Employee is required to sign a separate confidentiality agreement.
- Option B: This section constitutes the confidentiality agreement.
9. Code of Conduct
- The Employee is expected to maintain a high standard of professionalism at all times, including:
- Punctuality and attendance.
- Maintaining a professional appearance in accordance with company standards.
- Polite and courteous conduct toward all visitors and staff.
- Prohibition on personal calls or unauthorized guests at the front desk.
- Appropriate use of communication systems.
- Adherence to occupational safety and health regulations as per Indiana and federal requirements.
10. Anti-Harassment and Anti-Discrimination
- The Employer is committed to providing a workplace free of harassment and discrimination.
- The Employer prohibits discrimination based on race, color, religion, sex (including pregnancy status), disability, national origin, veteran status, age, and other categories protected under federal and Indiana law, including protections extended by company policy or local ordinances.
11. Workplace Incidents and Emergencies
- The Employee is required to report any workplace incidents, threats, or suspicious behavior to [Designated Person/Department] immediately.
- The Employee will follow the company’s procedures for handling emergencies, visitor confrontations, or suspicious behavior, including reporting to building security or local law enforcement.
12. Equipment
- The Employer will provide the Employee with the following equipment necessary to perform their job duties: [List of Equipment, e.g., Keys, Security Badge, Computer, Phone].
- The Employee is responsible for the safekeeping of this equipment and must return it to the Employer upon termination of employment.
- The Employee will report any loss or damage to equipment immediately to [Designated Person/Department].
13. Confidentiality Clause
- During and after employment, the Employee shall not disclose any confidential business information, visitor logs, or internal company matters to unauthorized persons.
14. Non-Solicitation
- Option A: (Consider applicability carefully, given legal climate) The Employee agrees not to solicit clients, visitors, or staff learned about through the role for a period of [Number] years following termination of employment.
- Option B: (Recommended) This agreement does not contain a non-solicitation clause.
- Note that under Indiana law (HB 1004, July 2020), non-compete agreements are disfavored, especially for low-wage employees and are banned for many healthcare providers. A non-compete for a receptionist is generally difficult to enforce.
15. At-Will Employment
- The Employee’s employment is at-will, meaning that either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice, subject to any applicable laws.
- The Employee is requested to provide [Number] days' notice of voluntary resignation.
- Upon termination, the Employee will receive their final wage payment within the timeframe required by Indiana law.
- Accrued PTO will be paid out according to company policy and Indiana law.
16. Compliance
- The Employer will comply with all applicable Indiana and federal laws, including minimum wage, overtime, FLSA classifications, FMLA (if eligible), Indiana Worker’s Compensation, and unemployment insurance.
17. Workplace Injury
- The Employee will report any workplace injury immediately to [Designated Person/Department].
- The Employee may be required to provide a fit for duty release before returning to work.
- The Employer will provide reasonable accommodations as required by the ADA for the front desk workspace.
18. Dispute Resolution
- This Agreement shall be governed by the laws of the State of Indiana.
- Any disputes arising from this Agreement will be subject to internal grievance resolution, followed by mediation/arbitration in Indiana before litigation.
19. Employee Training
- The Employee will receive training on reception safety, office security, and company policy updates.
20. Amendment
- This Agreement may be amended periodically to reflect changes in Indiana law or workplace practice.
21. Acknowledgment
- The Employee acknowledges that they have read, understood, and agree to be bound by the terms and conditions of this Agreement.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.
[Employer Legal Name]
By: [Employer Representative Name]
Title: [Employer Representative Title]
[Employee Full Legal Name]
Signature: ____________________________
Date: [Date]