Kansas office manager employment contract template

Kansas Office Manager Employment Contract

This Full-Time Office Manager Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between [Employer Legal Name], a [State] [Entity Type] with its principal place of business at [Employer Address], hereinafter referred to as “Employer,” and [Employee Legal Name], residing at [Employee Address], hereinafter referred to as “Employee.”

Position

The Employer hereby employs the Employee as a full-time Office Manager.

Option A: Standard Office Manager Role:

The Employee shall perform all duties customary for an Office Manager, including but not limited to administrative, operational, clerical, and supervisory duties. This includes managing office supplies, scheduling, document preparation and retention, vendor coordination, staff supervision and training, facilities management, implementing work-site health and safety procedures, overseeing office technology and equipment, handling confidential business and personnel information, coordinating corporate meetings and travel, managing petty cash or company accounts (if applicable), and ensuring compliance with Kansas workplace regulations and federal laws.

Option B: Specialized Office Manager Role (Specify):

The Employee shall perform duties as described in Option A, and additionally: [Specific Additional Duties].

Option C: Temporary Office Manager Role:

The Employee shall perform duties as described in Option A, for a specified duration of [Number] months commencing [Start Date] and concluding [End Date]. This contract is for a limited term and does not guarantee continued employment beyond the specified period.

Duties and Responsibilities

The Employee will have the following duties and responsibilities:

Option A: Core Responsibilities:

• Administrative Support: Providing comprehensive administrative support to executive staff and other departments.
• Office Management: Overseeing day-to-day office operations, including maintaining office supplies, equipment, and facilities.
• Vendor Management: Coordinating with vendors for office services, negotiating contracts, and managing relationships.
• Human Resources Support: Assisting with HR tasks such as onboarding, payroll processing, and benefits administration.
• Financial Administration: Managing budgets, processing invoices, and handling petty cash.
• Compliance: Ensuring compliance with Kansas Workers' Compensation administration, proper handling of statutory labor postings, and OSHA communication practices.

Option B: Expanded Responsibilities:

Includes all duties in Option A, plus:

• [Specific Additional Duty 1]
• [Specific Additional Duty 2]

Option C: Reduced Responsibilities (Specify):

The employee will be responsible for all core responsibilities as in Option A, except for: [Excluded Duty 1], [Excluded Duty 2].

Work Location

The Employee's primary work location will be at the Employer's office located at [Employer Address] in Kansas.

Option A: On-Site Only:

The Employee is required to work on-site at the Employer's location and is not authorized to work remotely.

Option B: Hybrid Work Arrangement:

The Employee will work on-site at the Employer's location [Number] days per week and remotely [Number] days per week, as agreed upon with their supervisor. Remote work location must comply with Kansas wage, hour, and worksite regulations.

Option C: Remote Work Arrangement:

The Employee will primarily work remotely. The employee must maintain a suitable workspace that adheres to safety standards and is consistent with Kansas labor laws.

Employment Classification and Hours

The Employee's employment classification is full-time.

Option A: Standard Full-Time:

The standard workweek consists of [Number] hours per week, generally from [Start Time] to [End Time], [Days of the Week]. The Employee is [Exempt/Non-Exempt] from overtime pay as defined by the Fair Labor Standards Act (FLSA) and Kansas law. Overtime will be paid at a rate of 1.5 times the regular hourly rate for all hours worked over 40 in a workweek for non-exempt employees. Kansas law does not mandate meal or rest breaks, but the employee is entitled to a [Number] minute unpaid meal break and [Number] minute paid rest breaks as per company policy. All hours worked must be accurately documented.

Option B: Modified Full-Time:

The standard workweek consists of [Number] hours per week, with a flexible schedule to be determined by the Employee and Employer. Overtime eligibility will be determined according to Kansas and Federal law. The policy on meal and rest breaks is as follows: [Detailed Policy Description].

Option C: Alternative Work Schedule:

The employee’s work schedule will be [Specific Description of Work Schedule, e.g., compressed work week, flexible hours]. The Employee is [Exempt/Non-Exempt] from overtime pay as defined by the Fair Labor Standards Act (FLSA) and Kansas law. Policy on meal and rest breaks is as follows: [Detailed Policy Description].

Compensation and Benefits

The Employer shall compensate the Employee as follows:

Option A: Salary & Benefits:

• Base Salary: The Employee's annual base salary is [Dollar Amount], payable in accordance with Kansas wage payment laws (including frequency, direct deposit options, and written wage statements).
• Overtime: Non-exempt employees will receive overtime pay at 1.5 times their regular hourly rate for hours worked over 40 in a workweek.
• Bonus/Incentives: The Employee is eligible for a bonus based on achievement of the following office management KPIs: [List KPIs].
• Benefits: The Employee is eligible for the following benefits, subject to the terms and conditions of the applicable benefit plans:
  • Health Insurance: [Description of Health Insurance Plan].
  • Dental Insurance: [Description of Dental Insurance Plan].
  • Vision Insurance: [Description of Vision Insurance Plan].
  • Life Insurance: [Description of Life Insurance Plan].
  • Retirement Plan: [Description of Retirement Plan, e.g., 401(k), SIMPLE IRA].
  • Paid Time Off (PTO): [Number] days of PTO per year, accrued according to company policy. Kansas does not require sick leave, but the company offers [Number] days of sick leave per year.
  • Kansas Legal Holidays: [List of Observed Holidays].
  • Family and Medical Leave: Eligibility as per federal and Kansas law.
  • Jury Duty and Military Leave: As required by Kansas law.
  • Short-Term Disability: [Description of Short-Term Disability Plan].
  • Long-Term Disability: [Description of Long-Term Disability Plan].

Option B: Hourly & Benefits:

• Hourly Wage: The Employee's hourly wage is [Dollar Amount], payable according to Kansas wage payment laws (including frequency, direct deposit options, and written wage statements).
• Overtime: Overtime will be paid at a rate of 1.5 times the regular hourly rate for all hours worked over 40 in a workweek.
• Bonus/Incentives: [Description of bonus structure or indicate N/A].
• Benefits: Same as Option A benefits.

Option C: Compensation Only (No Benefits):

• Salary or Hourly Wage: As described in Options A or B.
• No Benefits: The Employee is not eligible for health, dental, vision, life, retirement, PTO, or other benefits.

Employee Classification (Exempt or Non-Exempt)

The Employee is classified as [Exempt/Non-Exempt] under the Fair Labor Standards Act (FLSA) and Kansas law.

Option A: Exempt Rationale:

This classification is based on the Employee's exercise of discretion and independent judgment in significant matters related to the management and general business operations of the Employer, as well as meeting the salary basis test under the FLSA.

Option B: Non-Exempt Rationale:

This classification is based on the Employee's duties primarily involving clerical or administrative tasks that do not meet the requirements for exemption under the FLSA.

Code of Conduct and Professional Behavior

The Employee is expected to adhere to the following code of conduct and professional behavior policies:

Option A: Standard Policies:

• Dress Code: Business casual attire is required.
• Anti-Harassment and Anti-Discrimination: The Employer prohibits harassment and discrimination based on race, color, sex, religion, national origin, disability, age, genetic information, and veteran status, as protected under Kansas law.
• Workplace Safety and Violence Prevention: The Employee must adhere to all safety procedures and report any safety concerns immediately.
• Use of Company Property: Company property, including computers, phones, and vehicles, must be used responsibly and for business purposes only.
• Records Retention: Employee shall adhere to the company’s record retention policy.
• Privacy: The Employee must maintain the privacy of sensitive organizational and employee data.

Option B: Enhanced Policies:

Includes all policies in Option A, plus:

• [Specific Additional Policy 1]
• [Specific Additional Policy 2]

Confidentiality

The Employee acknowledges that, during the course of employment, they will have access to confidential information pertaining to the Employer's business, including but not limited to HR records, payroll information, and company financials.

Option A: Standard Confidentiality:

The Employee agrees to hold all confidential information in strict confidence and not to disclose it to any third party without the Employer's prior written consent, both during and after employment. This obligation survives termination of employment.

Option B: Enhanced Confidentiality (Specify):

Includes all provisions in Option A, plus:

• [Specific Additional Confidentiality Clause]

Email, Phone, Internet, and Information System Usage

The Employee's use of email, phone, internet, and information systems is subject to the following policies:

Option A: Standard Usage Policy:

The Employee must use these resources primarily for business purposes. Personal use should be minimal and not interfere with work responsibilities. The Employer reserves the right to monitor the Employee's usage of these resources.

Option B: Detailed Usage Policy:

[Detailed Description of acceptable use, security protocols, and prohibited activities].

Intellectual Property

The Employee agrees that all intellectual property created during the course of their employment, including office documentation, proprietary process manuals, policy handbooks, or workflow improvements, is the sole property of the Employer.

Option A: Standard Ownership:

The Employee agrees to assign all rights, title, and interest in such intellectual property to the Employer.

Option B: Specific IP Agreement:

[Reference to a separate Intellectual Property Agreement, if applicable].

Conflicts of Interest and Outside Employment

The Employee must avoid any conflicts of interest with the Employer.

Option A: Standard Conflict of Interest:

The Employee must disclose any potential conflicts of interest to the Employer in writing. The Employee must not engage in any outside employment or business activities that interfere with their job responsibilities or compete with the Employer's business.

Option B: Detailed Conflict of Interest Policy:

[Detailed description of permissible and prohibited activities, and disclosure requirements].

Termination

Employment is at-will, meaning that either the Employer or the Employee may terminate the employment relationship at any time, with or without cause, subject to applicable Kansas law.

Option A: Standard At-Will:

Upon termination, the Employee must return all Employer property and confidential information. The Employee's final paycheck will be issued on the next regular payday, as required by Kansas law.

Option B: Termination for Cause:

Termination for cause may include, but is not limited to, breach of confidentiality, policy violations, or gross misconduct.

Option C: Resignation:

Employee must provide [Number] weeks notice of resignation.

Progressive Discipline

The Employer may use progressive discipline for addressing performance or conduct issues.

Option A: Standard Progressive Discipline:

Progressive discipline may include verbal warnings, written warnings, suspension, and termination.

Option B: Formal Progressive Discipline Policy:

[Detailed Description of the progressive discipline process, including employee rights and appeal mechanisms].

Unemployment Insurance and Workers' Compensation

The Employee is covered by Kansas unemployment insurance and workers' compensation laws.

Option A: Standard Coverage:

The Employee is eligible to file claims for unemployment insurance and workers' compensation benefits in accordance with Kansas administrative rules.

Option B: Detailed Information:

[Link to or explanation of Kansas unemployment insurance and workers' compensation information].

Dispute Resolution

Any dispute arising out of or relating to this Agreement shall be resolved as follows:

Option A: Mediation and Arbitration:

The parties agree to first attempt to resolve any dispute through mediation. If mediation is unsuccessful, the dispute shall be resolved through binding arbitration in accordance with the rules of the American Arbitration Association. The laws of the State of Kansas shall govern the interpretation and enforcement of this Agreement. The venue for any arbitration or litigation shall be in [County Name] County, Kansas.

Option B: Litigation:

Any legal action or proceeding relating to this Agreement shall be brought exclusively in the state or federal courts located in [County Name] County, Kansas. The laws of the State of Kansas shall govern the interpretation and enforcement of this Agreement.

Modifications

This Agreement may be modified only by a written amendment signed by both parties.

Severability

If any provision of this Agreement is held to be invalid or unenforceable, the remaining provisions shall 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, relating to the subject matter hereof.

Assignment

This Agreement may not be assigned by the Employee without the Employer's prior written consent. The Employer may assign this Agreement to any successor in interest.

Successors

This Agreement shall be binding upon and inure to the benefit of the parties and their respective successors and assigns.

Background Checks and Drug Testing

The Employee's employment is contingent upon successful completion of a background check and/or drug test, in compliance with Kansas and federal law.

Option A: Standard Authorization:

The Employee hereby authorizes the Employer to conduct a background check and/or drug test.

Option B: Detailed Policy:

[Detailed description of the background check and drug testing process, including employee rights].

Immigration/Employment Eligibility Verification (Form I-9)

The Employee must provide documentation verifying their identity and eligibility to work in the United States, as required by federal law.

Orientation and Training

The Employee will participate in an orientation program and any required training covering Kansas workplace safety, anti-harassment, and records management.

Technical Equipment Provisioning and Support

The Employer will provide the Employee with the necessary technical equipment, including a computer, phone, and software, to perform their job duties. Technical support will be provided by the Employer's IT department.

Option A: Company-Provided Equipment:

All equipment remains the property of the Employer and must be returned upon termination of employment.

Option B: BYOD (Bring Your Own Device):

The Employee may use their own device for work, but must adhere to the Employer's security policies.

Non-Solicitation

The Employee agrees not to solicit the Employer's employees, clients, or vendors for a period of [Number] months following termination of employment.

Option A: Standard Non-Solicitation:

This restriction is narrowly tailored to comply with Kansas law and is necessary to protect the Employer's legitimate business interests.

Option B: No Non-Solicitation:

This section is intentionally omitted.

Non-Compete

The Employee agrees not to engage in any business that competes with the Employer for a period of [Number] months following termination of employment, within a geographic area of [Description of Geographic Area].

Option A: Standard Non-Compete:

This restriction is reasonable in terms of scope, duration, and geographic area, and is necessary to protect the Employer's legitimate business interests.

Option B: No Non-Compete:

This section is intentionally omitted.

Expense Reimbursement

The Employee will be reimbursed for reasonable business expenses incurred while performing their job duties, subject to the Employer's expense reimbursement policy.

Option A: Standard Reimbursement Policy:

Expenses must be pre-approved and supported by receipts.

Option B: Detailed Reimbursement Policy:

[Detailed description of eligible expenses, approval thresholds, and documentation requirements].

Kansas Service Letter Law

The Employer will comply with the Kansas Service Letter law, if applicable.

Optional Sections (Industry/Employer Specific)

• Option A: [Specific Clause Relevant to the Industry/Company, e.g., Travel Requirements]: [Description of the Clause].
• Option B: [Specific Clause Relevant to the Industry/Company, e.g., Commission Structure Details]: [Description of the Clause].

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

____________________________

[Employer Legal Name]

By: ____________________________

[Employer Representative Name]

[Employer Representative Title]

____________________________

[Employee Legal Name]

Date: ____________________________