Massachusetts office assistant employment contract template
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How Massachusetts office assistant employment contract Differ from Other States
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Massachusetts requires adherence to its unique wage laws, including mandatory overtime pay at 1.5 times the regular rate after 40 hours of work per week.
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Employers in Massachusetts must comply with strict anti-discrimination laws, including additional protections beyond federal requirements.
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Massachusetts law provides earned sick time rights, which may differ significantly from provisions in other states.
Frequently Asked Questions (FAQ)
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Q: Is it mandatory to provide paid sick leave in Massachusetts?
A: Yes, Massachusetts law requires most employers to provide earned sick time, paid or unpaid depending on employer size.
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Q: Are non-compete agreements enforceable in Massachusetts office assistant contracts?
A: Non-compete agreements are permitted but are subject to specific restrictions and must meet statutory requirements.
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Q: What wage notice requirements apply in Massachusetts?
A: Employers must inform employees in writing of their pay rate, pay schedule, and any applicable deductions at the time of hire.
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Massachusetts Office Assistant Employment Contract
This Massachusetts Office Assistant Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between [Employer Legal Name], a [State] [Entity Type, e.g., Corporation] 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.”1. Employment
- Option A: The Employer hereby employs the Employee, and the Employee hereby accepts employment with the Employer, as a full-time Office Assistant.
- Option B: The Employer hereby employs the Employee, and the Employee hereby accepts employment with the Employer, as a part-time Office Assistant.
2. Employment Classification
- The Employee’s position is classified as non-exempt under the Fair Labor Standards Act (FLSA) and Massachusetts Minimum Fair Wage Law. The Employee is entitled to overtime pay in accordance with these laws.
3. Job Title and Description
- 3.1 Job Title: Office Assistant
- 3.2 Job Description: The Employee's responsibilities include but are not limited to:
- Managing the office reception area, greeting visitors, and answering phones.
- Scheduling meetings and appointments using [Software/System].
- Maintaining office supplies and inventory, placing orders as needed.
- Preparing and filing documents, both physical and electronic, in compliance with Massachusetts data privacy laws.
- Handling confidential correspondence and maintaining its security.
- Performing basic bookkeeping tasks, such as invoice processing.
- Assisting with office event coordination.
- Supporting HR with onboarding documentation.
- Routine office equipment maintenance.
- Other duties as assigned.
4. Required Skills
- Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).
- Excellent business phone etiquette.
- Familiarity with common Massachusetts business forms.
- Basic knowledge of Massachusetts workplace safety practices.
5. Work Location
- The Employee's primary work location is [Employer Address].
- Option A: Remote work is not permitted for this position.
- Option B: Remote work may be permitted on a [Frequency, e.g., 'occasional'] basis, subject to Employer approval and adherence to the Employer's telework policy. (See addendum.)
6. Work Hours
- The Employee's regular work hours are [Start Time] to [End Time], Monday through Friday, for a total of [Number] hours per week.
- The Employee is entitled to a 30-minute unpaid meal break after six hours of work, as required by Massachusetts law.
- Overtime work requires prior written approval from the Employee's supervisor. Overtime will be compensated at a rate of one and one-half (1.5) times the Employee’s regular hourly rate for all hours worked over 40 in a workweek.
7. Compensation
- Option A: The Employee's hourly wage is [Dollar Amount] per hour, which meets or exceeds the Massachusetts minimum wage.
- Option B: The Employee's annual salary is [Dollar Amount], paid [Frequency, e.g., bi-weekly].
- The Employer will provide the Employee with a wage notice as required by the Massachusetts Wage Act.
- Option A: A shift differential of [Dollar Amount] per hour will be paid for hours worked between [Start Time] and [End Time].
- Option B: The Employee is eligible for a [Dollar Amount] per month stipend for obtaining and maintaining [Certification Name].
8. Benefits
- The Employee is eligible for the following benefits, subject to the terms and conditions of the applicable benefit plans:
- Health insurance (eligibility and enrollment periods apply).
- Dental insurance (eligibility and enrollment periods apply).
- Vision insurance (eligibility and enrollment periods apply).
- Disability insurance (eligibility and enrollment periods apply).
- Participation in the Employer's [Retirement Plan Name, e.g., 401(k)] plan, subject to plan terms.
- [Number] paid vacation days per year.
- Paid sick leave in accordance with the Massachusetts Earned Sick Time Law, accruing at a rate of one hour for every 30 hours worked, up to a maximum of 40 hours per year.
- [Number] paid holidays per year, as designated by the Employer.
- Option A: The Employee is eligible for a [Dollar Amount] MBTA transportation stipend per month.
- Option B: The Employee is eligible for commuter benefits as defined by the Employer.
9. Business Expenses
- The Employee may be reimbursed for reasonable business expenses incurred in the performance of their duties, subject to the Employer's expense reimbursement policy. All expenses must be pre-approved by the Employee's supervisor and supported by proper documentation.
10. Confidentiality
- The Employee agrees to hold confidential all sensitive and proprietary information of the Employer and its clients, in compliance with Massachusetts Data Security Law (201 CMR 17.00). This obligation extends both during and after employment.
11. IT and Office Equipment Use
- The Employee's use of the Employer's IT systems and office equipment is subject to the Employer's security policies. The Employee is responsible for safeguarding login credentials and reporting any cybersecurity incidents immediately.
12. Performance Reviews
- The Employee's performance will be reviewed [Frequency, e.g., annually]. The review will cover the Employee's performance of assigned duties, adherence to company policies, and overall contribution to the office environment.
13. Supervisor and Reporting Lines
- The Employee will report directly to [Supervisor Name and Title].
14. Conduct and Behavioral Standards
- The Employee is expected to maintain a professional demeanor, adhere to the Employer's dress code, be punctual, and use proper telephone and visitor greeting etiquette. Personal activities during work hours are prohibited, except as allowed by law or Employer policy.
15. Anti-Discrimination and Harassment
- The Employer is an equal opportunity employer and prohibits discrimination and harassment based on race, color, religion, sex, national origin, age, disability, genetic information, or any other characteristic protected by Massachusetts law (MGL c.151B).
16. Workplace Accommodation
- The Employer will provide reasonable accommodations to qualified employees with disabilities, in accordance with the Massachusetts Commission Against Discrimination regulations.
17. Non-Compete, Non-Solicitation, and Non-Disclosure
- Option A: The Employee acknowledges and agrees to be bound by the terms of the attached Non-Compete Agreement, which complies with the Massachusetts Noncompetition Agreement Act. Employer represents that the agreement is narrowly tailored to protect legitimate business interests and is reasonable in scope, duration, and geographic area.
- Option B: The Employee is not subject to a non-compete agreement. However, the Employee remains bound by the confidentiality provisions outlined in this Agreement. Note: Non-compete agreements are generally disfavored for non-managerial, non-professional employees in Massachusetts.
18. Office Safety and Health
- The Employee is expected to adhere to all Massachusetts workplace safety regulations, including protocols for reporting injuries, emergency procedures, and any applicable COVID-19 or infectious disease compliance measures. The Employer maintains worker's compensation coverage as required by Massachusetts law.
19. Use of Property
- The Employee is responsible for the proper use and care of all Employer property. Upon termination of employment, the Employee must return all keys, access cards, and other Employer property immediately.
20. Vacation and Leave
- Vacation and leave accrual and use are governed by the Employer's vacation and leave policy. The Employee is entitled to paid sick and family leave in accordance with the Massachusetts Paid Family and Medical Leave Act.
21. 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 applicable law.
22. Termination Procedures
- Option A: Upon termination of employment, the Employee is requested to provide two weeks' written notice.
- Option B: The Employee shall give [number] days’ written notice of termination.
- The Employer will provide the Employee with their final wage payment within the statutory deadlines prescribed by the Massachusetts Wage Act. The Employee must return all Employer property upon termination.
- Option A: The Employer will provide severance pay in accordance with the Employer's severance policy.
- Option B: No severance pay will be provided.
23. Dispute Resolution
- Any disputes arising out of or relating to this Agreement shall be governed by the laws of the Commonwealth of Massachusetts. The venue for any legal action shall be in [County Name] County, Massachusetts.
- Option A: The parties agree to attempt to resolve any disputes through mediation before resorting to litigation.
- Option B: All disputes arising out of or related to this Agreement shall be resolved by binding arbitration in accordance with the rules of the American Arbitration Association.
24. Compliance with Massachusetts Law
- The Employer will comply with all Massachusetts recordkeeping, wage notice, and personnel file access requirements (per MGL c.149 s.52C). The Employee has the right to request a review or copy of their personnel records.
25. Employer Policies
- The Employee acknowledges receipt of and agrees to be bound by the Employer's policies and procedures, including but not limited to the Employee Handbook, IT Security Policy, and Anti-Harassment Policy. These policies may be updated from time to time.
26. Department/Workplace Specific Adjustments
- The above provisions can be supplemented or adjusted by mutual agreement of the parties to reflect specific requirements applicable to Employee’s department and workplace at [Employer Department or Business Unit Name]. Such amendments must be in writing and signed by both parties.
[Employer Legal Name]
By: [Employer Representative Name] Title: [Employer Representative Title][Employee Legal Name]
[Employee Signature]