Massachusetts receptionist employment contract template

Massachusetts Receptionist Employment Contract

This Massachusetts Receptionist Employment Contract (the "Agreement") is made and entered into as of [Date] by and between:

• [Employer Full Legal Name], a [Entity Type, e.g., Massachusetts Corporation], with its principal place of business at [Employer Address] ("Employer"), and
• [Employee Full Legal Name], residing at [Employee Address] ("Employee").

WITNESSETH:

WHEREAS, Employer desires to employ Employee as a Receptionist; and

WHEREAS, Employee desires to be employed by Employer in such capacity.

NOW, THEREFORE, in consideration of the mutual covenants contained herein, the parties agree as follows:

1. Employment

• Option A: Employer hereby employs Employee as a full-time Receptionist.
• Option B: Employer hereby employs Employee as a part-time Receptionist.

2. Job Description

• The Employee's primary responsibilities shall include, but are not limited to:
• Managing the front desk area.
• Answering and directing multi-line telephone calls.
• Greeting visitors and clients in a professional and courteous manner.
• Managing meeting room schedules and ensuring cleanliness.
• Handling incoming and outgoing mail and packages.
• Maintaining accurate visitor logs in accordance with security policies.
• Distributing internal office communications.
• Providing administrative support, including data entry, document filing, and copier/fax/printer operation.
• Inventorying and ordering office supplies.
• Other duties as assigned by the Office Manager or designated supervisor.

3. Required Skills

• The Employee must possess the following skills:
• Professional phone etiquette.
• Clear verbal and written communication skills.
• Proficiency in Microsoft Office Suite (Word, Excel, Outlook).
• Basic scheduling software operation.
• Knowledge of workplace safety procedures.
• Cultural sensitivity in client-facing situations.

4. Work Location and Schedule

• The Employee's primary work location shall be at the Employer's office located at [Employer Address], in Massachusetts.
• Option A: The Employee is expected to maintain a consistent on-site presence.
• Option B: The Employee will work a rotating shift schedule to ensure reception coverage during business hours, as determined by the Employer. Details of the shift schedule will be provided separately.
• Remote Work:
• Due to the nature of the receptionist role, remote work is generally limited.
• Requests for remote work for specific administrative tasks may be considered on a case-by-case basis and are subject to approval by the [Designated Supervisor].
• Any approved remote work must comply with Employer's remote work policy.

5. Work Hours and Overtime

• The Employee's standard work hours shall be [Start Time] to [End Time], Monday through Friday, with one unpaid [Duration] lunch break.
• The Employee's total weekly hours will not exceed 40 hours.
• Overtime:
• The Employee is [Exempt/Non-Exempt] from overtime provisions under the Fair Labor Standards Act (FLSA) and Massachusetts law.
• If non-exempt, the Employee shall be compensated for overtime hours (hours worked over 40 in a workweek) at a rate of one and one-half (1.5) times their regular hourly rate, as required by Massachusetts law.
• All overtime must be pre-approved by the [Designated Supervisor].
• Rest and Meal Breaks:
• The Employee is entitled to a 30-minute meal break if the shift exceeds six (6) hours, in compliance with M.G.L. c. 149, § 100.

6. Compensation and Payment

• The Employee's compensation shall be [Dollar Amount] per [Hour/Year].
• Pay Frequency:
• The Employee shall be paid [Weekly/Bi-Weekly], in accordance with Massachusetts law (M.G.L. c. 149, § 148).
• Overtime Calculation: Overtime, if applicable, will be calculated based on the Employee's regular hourly rate.
• Authorized Deductions:
• Deductions from the Employee's pay will be made only as required or permitted by law.
• Option A: The Employee is [Eligible/Ineligible] for a bonus or incentive compensation plan as described in a separate document.
• Option B: The Employee is ineligible for bonus or incentive compensation.
• Holiday Pay: The Employee will be paid for holidays as defined in the Employer's holiday pay policy.
• Handling of Funds:
• Option A: The Employee [Will/Will Not] be responsible for handling petty cash or other funds. If so, the Employee will be required to maintain accurate records and comply with the Employer's cash handling policies.
• Option B: The Employee will not be responsible for handling any funds.
• The employee must be transparent and keep records of all funds handled.

7. Employee Benefits

• Health Insurance: The Employer will provide health insurance benefits to the Employee as required by the Massachusetts Health Care Reform Law. Details of the health insurance plan are available from [Contact Person/Department].
• Paid Sick Leave: The Employee is entitled to accrue and use paid sick leave in accordance with the Massachusetts Earned Sick Time Law (M.G.L. c. 149, § 148C).
• Vacation and Personal Time:
• The Employee will accrue vacation time at a rate of [Number] days per [Month/Year].
• The Employee will accrue personal time at a rate of [Number] days per [Month/Year].
• Vacation and personal time accrual and carryover are subject to the Employer's vacation and personal time policy.
• Paid Family and Medical Leave (PFML): The Employee is eligible for wage replacement and job protection under the Massachusetts Paid Family and Medical Leave (PFML) program. Details regarding eligibility, benefits, and procedures are available from [Contact Person/Department].
• Retirement Plan:
• Option A: The Employer [Offers/Does Not Offer] a retirement plan. If offered, details of the plan are available from [Contact Person/Department].
• Option B: The Employer does not offer a retirement plan.
• Other Benefits: The Employee is also entitled to other benefits as required by law, including but not limited to parental leave, domestic violence leave, and jury duty leave. Details of these benefits are available in the Employee Handbook.

8. Timekeeping and Punctuality

• The Employee is classified as [Exempt/Non-Exempt] under the FLSA and Massachusetts law.
• The Employee is required to accurately record their daily work hours using the Employer's timekeeping system.
• Punctuality and reliability are essential to the receptionist function. The Employee is expected to be on time for all scheduled shifts.
• "Off-the-clock" work is strictly prohibited. All hours worked must be accurately recorded.

9. Dress Code and Conduct

• The Employee is required to adhere to the Employer's dress code, which reflects the front-facing nature of the receptionist role. Details of the dress code are available in the Employee Handbook.
• The Employee is expected to maintain a positive and welcoming office atmosphere.
• Confidentiality: The Employee is required to maintain strict confidentiality regarding visitor information, company records, and sensitive calls, in accordance with Massachusetts privacy laws (including M.G.L. c. 93H) and client data protection regulations.

10. Security and Access

• The Employee may be provided with keys, security badges, and access to reception desk logbooks.
• The Employee is responsible for the safeguarding of these items.
• Unauthorized removal or copying of company records or visitor data is strictly prohibited.

11. Anti-Discrimination and Harassment

• The Employer is committed to providing a workplace free of discrimination and harassment, in compliance with Massachusetts law (M.G.L. c. 151B) and federal law.
• The Employer prohibits discrimination based on race, color, religious creed, national origin, sex, gender identity, sexual orientation, age, genetic information, veteran status, and disability.
• The Employer requires anti-harassment/sexual harassment training as required under Massachusetts law.

12. CORI (Criminal Offender Record Information)

• Option A: The Employee [Will/Will Not] have access to CORI (Criminal Offender Record Information). If so, the Employee is required to comply with all applicable Massachusetts laws and regulations regarding the handling of CORI.
• Option B: The Employee will not have access to CORI.
• The Employer complies with Massachusetts "ban-the-box" laws regarding criminal history inquiries.

13. Professional Behavior and Protocols

• The Employee is expected to adhere to the Employer's customer service protocols, including telephone scripts and visitor sign-in/out procedures.
• The Employee is responsible for understanding and implementing procedures for emergency evacuation and building lockdown.
• The Employee must know how to escalate security incidents and respond to medical emergencies at the front desk.

14. Workplace Safety

• The Employee is required to report any workplace hazards, injuries, or safety concerns to the [Designated Supervisor/Department] in accordance with Massachusetts Occupational Safety and Health regulations.
• The Employee is required to cooperate with the Employer's policies for infectious disease screening and reporting, as applicable.

15. Spending and Reimbursement

• Option A: The Employee [Is/Is Not] authorized to spend company funds for ordering supplies or other purposes.
• Option B: The Employee is not authorized to spend company funds.
• If authorized, the Employee must comply with the Employer's spending policies, including pre-approval thresholds and reporting requirements.
• The Employee must submit expense reports and receipts for all reimbursable expenses.

16. Company Property

• All business-related communications and correspondence (calls, messages, email, visitor notes, reception logs) generated by the Employee are the property of the Employer.
• The Employee has no expectation of privacy in these communications, except as required by law.

17. Outside Employment

• The Employee is prohibited from engaging in moonlighting or outside employment during scheduled work hours at the front desk.
• Any outside employment that could create a conflict of interest must be pre-approved by the [Designated Supervisor].

18. Equipment

• The Employer will provide the Employee with the necessary equipment to perform their job duties, including a phone, computer, badge, and [Uniforms, if applicable].
• The Employee is responsible for the care and safekeeping of this equipment.
• All equipment must be returned to the Employer upon termination of employment.
• Deductions for loss or damage to equipment will be made only as permitted by Massachusetts law.

19. Employment At-Will

• 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 laws.

20. Termination

• Resignation: The Employee is requested to provide [Number] weeks' written notice of resignation.
• Involuntary Termination: The Employer may terminate the Employee's employment at any time, with or without cause.
• Layoffs: In the event of a layoff, the Employer will comply with all applicable Massachusetts laws and regulations.
• Final Paycheck:
• Upon termination, the Employee will receive their final paycheck in accordance with Massachusetts law. All earned wages must be paid on the employee's last day if terminated, or within the next pay cycle if the employee resigned.
• Vacation Payout:
• Option A: The Employee [Will/Will Not] be paid out for unused vacation time upon termination, as per the Employer's vacation policy.
• Option B: The employee will not be paid out for unused vacation time.
• Return of Property: The Employee must return all company property, including keys, security badges, and equipment, upon termination. The employee is also required to remove sensitive access to any systems immediately.

21. Dispute Resolution

• Any disputes arising out of or relating to this Agreement shall be governed by the laws of the Commonwealth of Massachusetts.
• The parties agree to attempt to resolve any disputes through informal negotiation, mediation, or arbitration, as appropriate, before resorting to litigation.

22. Non-Competition and Confidentiality

• The Employee agrees to hold confidential all proprietary information of the Employer.
• Non-Compete: The Employer acknowledges the restrictions on non-compete agreements under Massachusetts law (M.G.L. c. 149, § 24L). Any post-employment restrictions shall be limited to appropriate non-solicitation and confidentiality obligations consistent with the receptionist role.

23. Workers' Compensation

• The Employer maintains workers' compensation insurance coverage for the Employee as required by Massachusetts law.
• The Employee must report any work-related injuries or illnesses to the [Designated Supervisor/Department] immediately.

24. Employee Handbook and Policies

• The Employee acknowledges receipt of the Employer's Employee Handbook and agrees to comply with all policies and procedures contained therein.

25. Wage Act Notice

• The Employee acknowledges receipt of the Employer's notice of employee rights and responsibilities under the Massachusetts Wage Act.

26. Notices

• All notices required or permitted under this Agreement shall be in writing and shall be deemed effectively given upon personal delivery or upon deposit in the United States mail, postage prepaid, certified or registered, return receipt requested, addressed to the other party at the address set forth above.

27. Modifications

• This Agreement may be modified only by a written instrument signed by both parties. The Employer reserves the right to update job duties periodically as front-desk technology or legal requirements change, with written notice provided to the Employee.

28. Entire Agreement

• This Agreement constitutes the entire agreement between the parties with respect to the subject matter hereof and supersedes all prior or contemporaneous communications and proposals, whether oral or written, between the parties with respect to such subject matter.

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: ____________________________

Date: [Date]