Maine technical support engineer employment contract template

Maine Technical Support Engineer Employment Contract

This Maine Technical Support Engineer Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between [Employer Full Legal Name], with a mailing address of [Employer Mailing Address] (the “Employer”), and [Employee Full Legal Name], residing at [Employee Mailing Address] (the “Employee”).

Role and Responsibilities

• The Employer hereby employs the Employee as a full-time Technical Support Engineer.
• The Employee's primary duties and responsibilities include:
  • Option A: Troubleshooting, diagnosing, and resolving technical issues for customers and end-users via phone, email, ticketing system, or in person.
  • Option B: Providing hardware and software support, including installation, configuration, and maintenance.
  • Option C: Maintaining accurate and up-to-date technical documentation.
  • Option D: Following established escalation procedures for unresolved issues.
  • Option E: Providing remote desktop and onsite support to users.
  • Option F: Assisting with network configuration and troubleshooting.
  • Option G: Updating knowledgebase articles and creating new solutions.
  • Option H: Providing training to customers and end-users as needed.

Required Skills and Qualifications

• The Employee must possess the following minimum qualifications:
  • Option A: Technical certifications such as CompTIA A+, Network+, Security+, Microsoft Certified Professional (MCP), or Cisco Certified Network Associate (CCNA).
  • Option B: Proficiency in operating systems such as Windows, macOS, and Linux.
  • Option C: Experience with hardware troubleshooting and repair.
  • Option D: Familiarity with software applications commonly used in the Employer’s industry.
  • Option E: Experience with remote access tools such as TeamViewer, Remote Desktop, or LogMeIn.
  • Option F: Experience with industry-standard ticketing platforms such as Zendesk, ServiceNow, or Jira.

Compliance and Service Level Agreements (SLAs)

• The Employee must comply with all applicable customer service response times and Service Level Agreements (SLAs).
  • Option A: The Employee must adhere to the Employer's internal SLAs for response time and resolution time.
  • Option B: The Employee must comply with specific SLAs defined in customer contracts for Maine-based clients or users.

Data Protection and Privacy

• The Employee is required to adhere to all data protection and privacy laws, including Maine’s data security and confidentiality requirements and data breach notification statutes.
  • Option A: The Employee must handle personal and business customer information with the utmost care and confidentiality.
  • Option B: The Employee must immediately report any suspected data breaches or security incidents.

Work Location and Remote Support

• The Employee's standard work location shall be:
  • Option A: On-site at [Employer Physical Address] in Maine.
  • Option B: Remote, subject to the Employer's remote work policy.
  • Option C: Hybrid, with a combination of on-site and remote work.
• If remote work is permitted, the following conditions apply:
  • Option A: The Employer will provide the necessary equipment for remote work.
  • Option B: The Employee must maintain a secure internet connection and a suitable workspace.
  • Option C: The Employee must comply with the Employer’s cybersecurity framework.
  • Option D: The Employee is entitled to reimbursement for necessary business expenses, in compliance with Maine law.

Employment Type and Work Hours

• The Employee’s employment type is:
  • Option A: Full-time, non-exempt.
  • Option B: Full-time, exempt.
• The Employee’s standard work hours are [Start Time] to [End Time], [Days of the Week].
• The Employee is entitled to Maine-mandated meal and rest breaks.
• The Employee may be required to work outside of standard hours, including on-call rotations or after-hours support.
  • Option A: Overtime will be paid at a rate of 1.5x the Employee’s regular hourly rate for hours worked over 40 in a workweek, in compliance with Maine labor regulations.

Compensation and Benefits

• The Employee's compensation will be:
  • Option A: An annual salary of [Salary Amount], paid [Payment Frequency: Weekly/Bi-weekly].
  • Option B: An hourly wage of [Hourly Wage Amount], paid [Payment Frequency: Weekly/Bi-weekly].
• In addition to the base salary/wage, the Employee may be eligible for:
  • Option A: Overtime pay as outlined in Section 6.
  • Option B: On-call stipends.
  • Option C: Shift differentials.
  • Option D: Bonuses for SLA achievement or certifications.
• Deductions from the Employee’s pay will be made in compliance with Maine regulations.
• The Employee is eligible for the following benefits:
  • Option A: Health, dental, and vision insurance options.
  • Option B: Retirement plan, with Maine-compliant plan disclosures.
  • Option C: Paid time off (vacation, sick leave, parental leave) as per Maine statutes, including earned paid leave requirements.
  • Option D: Recognized Maine state holidays.
  • Option E: Technical training/certification reimbursement or continuing education policies.

Intellectual Property

• All technical documentation, troubleshooting guides, scripts, or tools developed by the Employee during their employment shall be the sole property of the Employer.
• The Employee must obtain approval before contributing to open-source projects.
• The Employee must comply with the Employer's policies for intellectual property and inventions under Maine law.

Confidentiality and Data Security

• The Employee shall not disclose any proprietary information, customer data, or company practices to any third party, both during and after their employment.
• The Employee must adhere to legal requirements under Maine data privacy/breach statutes.

Behavioral and Performance Standards

• The Employee must adhere to the Employer’s code of conduct for customer interaction and technical troubleshooting protocols.
• The Employee must follow the Employer’s incident response procedures.
• The Employee must comply with acceptable use, monitoring, and reporting policies for corporate IT assets.

Mandatory Training

• The Employee is required to participate in mandatory training on Maine-specific workplace safety, anti-harassment, and occupational safety (OSHA/Maine Department of Labor standards).
• The Employee must report any technical or security incidents according to the Employer’s policies.

Non-Compete, Non-Solicitation, and Non-Disclosure

• The Employer [Choose One: will/will not] require the employee to sign a non-compete agreement.
  • Option A: If a non-compete is required, it must comply with Maine law, which limits the enforceability of non-compete clauses, especially for hourly employees, and requires written notice and a waiting period. The specific restrictions are: [Detailed description of any permissible restrictions, e.g., specific competitors, geographic area, timeframe].
  • Option B: If no non-compete is required, this section is intentionally left blank.
• The Employee [Choose One: will/will not] be subject to a non-solicitation agreement.
  • Option A: If a non-solicitation is required, it must comply with Maine law regarding permissible restrictions on soliciting customers and employees. The specific restrictions are: [Detailed description of any permissible restrictions, e.g., soliciting clients, soliciting employees, timeframe].
  • Option B: If no non-solicitation is required, this section is intentionally left blank.
• The Employee remains bound by the confidentiality and data security provisions outlined above.

At-Will Employment and Termination

• The Employee's employment is at-will, meaning that either the Employer or the Employee may terminate the employment relationship at any time, with or without cause, except as otherwise required by employment contract or Maine statutory law.
• In the event of termination, the following provisions apply, in compliance with Maine law:
  • Option A: Involuntary termination: The Employer will provide [Number] days' notice or pay in lieu of notice, if required by applicable law.
  • Option B: Voluntary termination: The Employee is requested to provide [Number] days' notice of resignation.
  • Option C: The Employee’s final paycheck will be issued within Maine statutory requirements.
  • Option D: Severance pay may be provided at the Employer’s discretion.
  • Option E: The Employee must return all Employer property and revoke IT access.
  • Option F: Continuation of benefits will be governed by Maine and federal COBRA rules.

Dispute Resolution

• Any disputes arising out of or relating to this Agreement shall be resolved through:
  • Option A: Negotiation.
  • Option B: Mediation or Arbitration, under the laws of the State of Maine.
• Maine law and venue shall apply to any formal proceedings.
• The Employee may also have the right to file a complaint with the Maine Human Rights Commission.

Workers' Compensation and Safety

• The Employee is covered by the Employer’s workers’ compensation insurance, in compliance with Maine law.
• The Employee must comply with all applicable occupational health and safety regulations and report any work-related injuries or illnesses.
• The Employer will provide reasonable accommodations for disabilities, in compliance with applicable laws.

Equal Employment Opportunity

• The Employer is an equal opportunity employer and complies with all Maine and federal anti-discrimination, equal employment opportunity, and anti-harassment laws.
• The Employer provides reasonable accommodations and promotes inclusive workplace practices for technical teams.

Governing Law

• This Agreement shall be governed by and construed in accordance with the laws of the State of Maine.

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

[Employer Full Legal Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

[Employee Full Legal Name]

Signature: ____________________________