Iowa HR assistant employment contract template

Iowa HR Assistant Employment Contract

This Iowa HR Assistant Employment Contract (the "Agreement") is made and entered into as of [Date], by and between:

• [Employer Legal Name], a [Entity Type, e.g., Iowa Corporation] with its principal place of business at [Employer Address, City, State, Zip Code], hereinafter referred to as "Employer," and
• [Employee Full Legal Name], residing at [Employee Address, City, State, Zip Code], hereinafter referred to as "Employee."

1. Position

• The Employer hereby employs the Employee as a full-time HR Assistant.
• Option A: The Employee will report to [Supervisor Name], whose title is [Supervisor Title].
• Option B: The Employee will report to the HR Manager.

2. Duties and Responsibilities

• The Employee's duties and responsibilities shall include, but not be limited to:
  • Onboarding and offboarding processes.
  • Assisting in recruitment and job postings.
  • Scheduling interviews.
  • Maintaining and updating employee records.
  • Handling confidential paperwork and documentation.
  • Processing payroll and benefits enrollment.
  • Assisting with performance review logistics.
  • Compliance with company policies and Iowa-specific employment law.
  • Supporting employee relations.
  • Responding to internal HR inquiries.
  • Maintaining time and attendance records.
  • Ensuring proper record retention under Iowa and federal law.
• The Employee is expected to perform all duties with a high degree of professionalism, confidentiality, and in compliance with all applicable laws and regulations.

3. Qualifications

• The Employee represents and warrants that they possess the following qualifications:
  • Option A: Preferred education: [e.g., Bachelor's Degree in Human Resources].
  • Option B: Equivalent experience: [e.g., 2+ years of HR experience].
  • Experience with HRIS systems: [e.g., Workday, ADP].
  • Confidentiality skills.
  • Knowledge of Iowa workplace regulations.
  • Mandatory trainings: Anti-harassment, FMLA, Iowa Civil Rights Act requirements.

4. Work Location and Schedule

• The Employee's primary work location will be at [Worksite Address, City, Iowa].
• Option A: Remote/Hybrid Work: [Specify terms, e.g., Remote work permitted two days per week]. Must maintain secure access to sensitive HR data compliant with Iowa and federal privacy laws.
• Option B: No remote work permitted.
• Standard weekly hours: [Number] hours per week.
• Daily schedule: [e.g., 8:00 AM to 5:00 PM].
• Expectations regarding flexible hours or overtime: [Specify].

5. Compensation

• The Employer shall pay the Employee a [Salary/Hourly Wage] of [Amount] [per year/per hour].
• Frequency and method of payment: [e.g., Bi-weekly, direct deposit].
• Overtime rate: One and one-half (1.5) times the Employee's regular hourly rate for all hours worked over 40 in a workweek, as per Iowa law.
• Applicable withholdings: Standard federal and Iowa state taxes, Social Security, and Medicare.
• Option A: Performance bonus eligibility: [Specify terms].
• Option B: No performance bonus eligibility.

6. Benefits

• The Employee shall be eligible for the following benefits, subject to the terms and conditions of the Employer's benefit plans:
  • Health, dental, and vision insurance options.
  • 401(k) or other retirement plan and company matching.
  • Paid vacation, sick leave, and state/federal holiday policies.
  • Leave request procedure and documentation requirements (complying with Iowa law).
  • Option A: Flexible or remote work benefits.
  • Option B: Tuition assistance for HR-related coursework or certifications.
  • Wellness or EAP programs.

7. Confidentiality

• The Employee acknowledges that they will have access to confidential information, including personal employee data, compensation information, and discipline records.
• Compliance with federal (HIPAA, if applicable) and Iowa privacy laws is required, including Iowa Code Chapter 715A regarding identity theft.
• Unauthorized disclosure of confidential information is strictly prohibited, both during and after employment.
• Upon termination, the Employee must return or destroy all HR-related documents and digital materials.

8. Data Protection and Cybersecurity

The Employee must comply with all employer policies regarding secure handling of employee records, password protocols, and safe transmission or storage of personal information, in accordance with Iowa and federal data security standards.

9. Conflicts of Interest

• The Employee must disclose any family relationships or close personal relationships within the organization.
• Procedures for recusal from handling matters involving such individuals.
• Prohibition on engaging in external employment or consulting in HR or competitor firms without company consent.

10. Behavioral and Professional Standards

• Clear and prompt communication.
• Adherence to anti-discrimination, anti-harassment, and equal opportunity requirements per Iowa Civil Rights Act and federal law (enumerating all protected characteristics).
• Commitment to diversity, equity, and inclusion.
• Upholding of company values during all HR processes.

11. At-Will Employment

This is an employment-at-will agreement. Either party may terminate the employment relationship at any time, with or without cause or notice, subject to any applicable Iowa law requirements.

12. Termination Procedures

• Required notice periods for resignation: [e.g., Two weeks].
• Documentation handover.
• Return of company property (employee files, hard drives, security badges).
• Exit interview participation.
• Compliance with final payroll deadlines set by Iowa law.
• Company-initiated termination (including for cause, layoffs, or restructuring).
• Option A: Severance eligibility: [Specify terms].
• Option B: No severance eligibility.
• Required documentation of disciplinary steps (in case of for-cause termination).

13. Professional Development and Performance Review

• Frequency and criteria for HR assistant evaluations: [Specify].
• Feedback mechanisms.
• Eligibility for promotions.
• Option A: Requirements for maintaining SHRM or PHR certifications.
• Option B: Employer support for ongoing HR education covering Iowa legal updates.

14. Workplace Safety and Ethical Concerns

Procedures and escalation channels for reporting workplace safety concerns, violations of workplace statutes (OSHA adherence), or ethical issues. Anti-retaliation assurances in accordance with Iowa Code §88.9(3).

15. Intellectual Property

Any HR templates, manuals, process improvements, or software solutions developed by the HR assistant in connection with their work remain property of the Employer.

16. Iowa Law Compliance

Both parties will comply with all applicable Iowa and federal labor and employment laws.

17. Non-Compete, Non-Solicitation, and Non-Disparagement

• Option A: Non-compete clause: [Specify terms, ensuring it's reasonably necessary to protect legitimate business interests and narrowly tailored under Iowa law].
• Option B: No non-compete clause.
• Non-solicitation obligations: [Specify terms].
• Non-disparagement obligations: [Specify terms].
• Post-employment confidentiality obligations: [Specify terms].

18. Alternative Dispute Resolution

• Option A: Negotiation, mediation, or arbitration (specifying Iowa as the governing law and venue for disputes).
• Option B: Arbitration with opt-out provisions to comply with Iowa employment law standards.

19. Amendment

This Agreement may only be amended in writing, signed by both parties.

20. 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 hereof.

21. Severability

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

22. Signatures

____________________________
[Employer Representative Name]
[Employer Representative Title]
[Employer Legal Name]

____________________________
[Employee Full Legal Name]
Date: [Date]

Optional Clauses:

• Background check: [Specify requirements for Iowa criminal record check].
• Drug testing: [Specify requirements and compliance with Iowa law].
• Mandatory reporting: [Specify requirements if handling protected populations].
• I-9/E-Verify compliance: [Verification of lawful employment in the U.S.].