Maine receptionist employment contract template

Maine Receptionist Employment Contract

This Maine Receptionist Employment Contract (the “Agreement”) is made and entered into as of this [Date] day of [Month], [Year], by and between [Company Name], a Maine corporation with its principal place of business at [Company Address] (“Employer”), and [Employee Name], residing at [Employee Address] (“Employee”).

1. Employment

Option A: Employer hires Employee as a full-time Receptionist.

Option B: Employer hires Employee as a part-time Receptionist. Specify the number of hours per week: [Number]

2. Job Duties

Employee will perform duties as a Receptionist, including but not limited to:

• Managing front desk operations.
• Greeting and directing visitors.
• Answering and routing incoming phone calls.
• Managing appointment scheduling systems.
• Handling mail and deliveries.
• Maintaining visitor logs.
• Assisting with office supply inventory and orders.
• Overseeing common area tidiness.
• Providing information to guests.
• Confirming visitor identity as needed.
• Supporting administrative tasks for team members.
• Using office software suites.
• Operating multi-line phone systems.
• Maintaining confidentiality of company and client information.
• Complying with Maine-specific privacy and data protection regulations.

Option A: Employee will perform other duties as assigned by Employer.

Option B: Employee’s duties are limited to those listed above.

3. Reporting Relationship

Employee will report to [Supervisor Name], whose title is [Supervisor Title].

Option A: Employee will collaborate with administrative, HR, security, and facilities staff.

Option B: Employee's collaboration will be limited to [Specify departments/staff].

4. Work Location

The primary work location is [Company Address] in [City], Maine.

Option A: Temporary remote work is permitted in emergencies, subject to Employer’s policies.

Option B: Remote work is not permitted.

Employer will ensure an ergonomic workspace compliant with Maine workplace safety regulations.

5. Work Hours

Employee’s work hours are [Start Time] to [End Time], [Days of the Week], totaling [Number] hours per week.

Employee is entitled to meal and rest breaks as required by Maine law. Break times: [Specify timing and duration of breaks]

Option A: Employee is eligible for overtime pay in accordance with Maine law.

Option B: Employee is not eligible for overtime pay due to their exempt status under Maine labor laws. Provide reason: [Reason]

Overtime must be pre-approved by [Supervisor Name].

6. Compensation

Option A: Employee’s wage is [Dollar Amount] per hour.

Option B: Employee’s salary is [Dollar Amount] per year, payable [Pay Frequency].

Employee will be paid via [Method of Payment].

Employer will comply with Maine minimum wage and overtime statutes.

Employer will provide required wage notices and paystub disclosures.

Option A: Employee is eligible for holiday premium pay at [Rate].

Option B: Employee is not eligible for holiday premium pay.

Option A: Employee is eligible for a receptionist-related bonus/incentive program: [Details].

Option B: Employee is not eligible for any bonus/incentive program.

7. Benefits

Employer provides the following benefits:

• Health insurance: [Details of eligibility and contribution]
• Dental insurance: [Details of eligibility and contribution]
• Vision insurance: [Details of eligibility and contribution]
• Paid time off (vacation, sick leave, Maine earned paid leave): [Details of accrual rates and usage]
• Personal days: [Number of days]
• Holidays: [List of holidays]
• Short-term disability: [Details]
• Long-term disability: [Details]
• Workers’ compensation: In accordance with the Maine Workers' Compensation Act.
• Retirement plan: [Details]
• Transportation/parking assistance: [Details]
• Uniform/dress code allowance: [Dollar Amount]
• Reimbursement for job-related continuing education/training: [Details and limitations]
• Employee assistance program: [Details]

8. Confidentiality and Data Privacy

Employee must maintain strict confidentiality of company and client/visitor information, complying with Maine privacy laws.

Employee will safeguard company records, visitor logs, and internal communications.

Unauthorized sharing or copying of visitor lists or sensitive company information is prohibited.

9. Professional Conduct

Employee must maintain a professional appearance, punctuality, and customer service standards appropriate for front-of-house representation in Maine.

Employee will follow complaint resolution procedures: [Details].

10. Technology and Equipment

Employee will use: telephone systems, intercoms, visitor badges/printers, security systems, computers.

Employer will provide training and support for these systems.

11. Security Procedures

Employee will follow security procedures, including protocols for emergencies, evacuation, and managing disruptive visitors, in accordance with Maine's Occupational Safety and Health regulations.

Employee will report safety hazards as required by Maine law.

12. Background Check and Eligibility to Work

Employment is contingent upon successful completion of a background check, compliant with Maine law.

Employee must provide proof of eligibility to work in the U.S.

Option A: Facility requires criminal background checks or fingerprinting.

Employee acknowledge that due to nature of work with clients/patients/students a background check including fingerprinting is required.

Option B: Facility does not require criminal background checks or fingerprinting.

13. Anti-Discrimination and Harassment

Employer is an equal opportunity employer and prohibits discrimination and harassment based on race, gender, sexual orientation, age, disability, religion, national origin, or any other protected category under federal and Maine law.

Employee must report any harassment or unsafe conditions.

14. At-Will Employment and Termination

Option A: Employment is at-will, meaning either party may terminate the relationship at any time, with or without cause or notice, subject to any applicable Maine laws.

Option B: Employment is not at-will. Termination can only be for cause.

Employer will provide final pay on the next scheduled payday, as required by Maine law.

Employee will return all company property upon termination.

Option A: Employee is eligible for severance pay: [Details].

Option B: Employee is not eligible for severance pay.

15. Resignation

Employee must provide [Number] weeks’ written notice of resignation.

16. Outside Employment and Conflicts of Interest

Employee must avoid outside employment or conflicts of interest that compromise Employer’s business interests.

Specifically, Employee must not work for a competitor or third-party staffing agency serving competing businesses.

17. Legal Requests

Employee will follow Employer’s policy for responding to legal requests (e.g., subpoenas), in compliance with Maine law.

18. Training and Policy Acknowledgement

Employee must participate in required safety, privacy, and harassment training.

Employee acknowledges receipt of and will comply with company policies. Required postings: Workers’ Compensation Notice, Unemployment Insurance Notice, Sexual Harassment in the Workplace notice.

19. Union Rules/Workplace Council

Option A: This facility is subject to union rules: [Union Name].

Option B: This facility is not subject to union rules.

20. Governing Law and Dispute Resolution

This Agreement is governed by the laws of the State of Maine.

The jurisdiction and venue for any dispute arising under this Agreement shall be in [County] County, Maine.

Employer encourages internal complaint resolution and mediation before litigation.

21. Non-Competition/Non-Solicitation

Any non-competition or non-solicitation provisions must comply with Maine’s limits on enforceability.

[Optional - Include ONLY if related to direct theft of client lists or confidential information, with clear limitations, and subject to legal review] Employee agrees not to solicit or attempt to solicit clients or employees of Employer for a period of [Number] months following termination of employment.

22. Changes to Agreement

All provisions are subject to change in accordance with evolving Maine labor law.

Employer will provide written notice of material changes.

23. Waivers and Modifications

Any waivers or modifications must be in writing and compliant with Maine contract law.

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

____________________________

[Company Name] (Employer)

By: [Employer Representative Name]

Title: [Employer Representative Title]

____________________________

[Employee Name] (Employee)