Michigan HR assistant employment contract template

Michigan HR Assistant Employment Agreement

This Michigan HR Assistant Employment Agreement ("Agreement") is made and effective as of [Date] by and between:

[Company Full Legal Name], a [State of Incorporation] corporation with its principal place of business at [Company Address, City, State, Zip Code, Michigan] ("Employer"), and

[Employee Full Legal Name], residing at [Employee Address, City, State, Zip Code, Michigan] ("Employee").

1. Position:

Option A: The Employer hires the Employee as a full-time HR Assistant.

Option B: The Employer hires the Employee as a part-time HR Assistant.

Reporting Structure: The Employee will report to [Supervisor Name and Title] in the [Department Name] Department.

2. Duties and Responsibilities:

Supporting recruitment and onboarding processes.

Conducting background checks and employment eligibility verifications (I-9 compliance).

Maintaining and filing personnel records in accordance with Michigan document retention laws.

Assisting with payroll and benefits administration specific to Michigan and federal guidelines.

Preparing HR-related reports.

Handling FMLA and Michigan Paid Medical Leave Act documentation.

Monitoring timekeeping and attendance records compliant with Michigan’s minimum wage and hour rules.

Facilitating employee communications.

Helping organize training or compliance programs per Michigan employment law.

Providing support on workplace investigations.

EEO data management.

Monitoring compliance with the Elliott-Larsen Civil Rights Act.

Handling confidential employee information subject to HIPAA and Michigan privacy statutes.

3. Work Location:

Option A: The Employee's primary work location is [Company Address, City, State, Zip Code, Michigan].

Option B: Remote work is permitted subject to Employer approval. Employee must comply with Michigan-specific data security requirements. Equipment provided: [List of Equipment]. MIOSHA workplace safety standards apply.

4. Employment Status and Hours:

Option A: Employment is full-time, with a standard work week of [Number] hours. Lunch and rest breaks comply with Michigan law.

Option B: Employment is part-time, with a schedule of [Days of the Week], [Start Time] to [End Time]. Lunch and rest breaks comply with Michigan law.

Time-tracking is required using [Timekeeping System Name].

Overtime: Employee is [Exempt/Non-Exempt] from overtime under the FLSA and Michigan law. If non-exempt, employee will be paid at a rate of 1.5 times their regular rate of pay for hours worked over 40 in a workweek. Overtime must be pre-approved by [Supervisor Name].

5. Compensation:

Option A: The Employee's annual base salary is [Salary Amount], payable [Pay Frequency, e.g., bi-weekly].

Option B: The Employee's hourly wage is [Wage Amount], payable [Pay Frequency, e.g., bi-weekly]. This wage meets or exceeds Michigan's minimum wage.

Bonus/Incentive: [Description of Bonus/Incentive Structure, if any]. Compliance with Michigan's Wage and Fringe Benefits Act.

6. Benefits:

Eligibility and coverage for group health, dental, and vision insurance.

Retirement plan participation ([401(k) or other plan]).

Paid Time Off (PTO): [Number] days per year.

Vacation: [Number] days per year.

Michigan Paid Medical Leave Act (PMLA): Compliance with PMLA requirements for sick leave.

Parental Leave options.

Holiday pay: [List of Holidays].

Short-term disability.

Worker's compensation as required by Michigan law.

Optional Benefits: [Tuition reimbursement, professional training, HR certification support, Employee Assistance Program, Commuter Stipends, Remote Work Stipends].

7. Leave Policy:

All leave requests must be submitted in accordance with company policy and applicable law.

Compliance with FMLA, Michigan Paid Medical Leave Act, and any applicable city ordinances (e.g., Detroit sick leave rules).

8. Confidentiality:

The Employee agrees to maintain the confidentiality of all confidential personnel data, disciplinary records, business records, and protected health information.

Compliance with Michigan's privacy laws and company confidentiality policies.

9. Records Retention and Destruction:

The Employee shall adhere to the Employer's records retention and destruction policies, which comply with federal and Michigan requirements.

Failure to comply may be grounds for termination.

10. Equal Opportunity and Harassment:

The Employer prohibits discrimination and harassment in accordance with Title VII, the Elliott-Larsen Civil Rights Act, and the Michigan Persons with Disabilities Civil Rights Act.

Employee participation in diversity/equal employment training is required.

11. Complaint Procedures:

Procedures and protections for handling complaints or investigations of workplace harassment, discrimination, or retaliation. Michigan whistleblower protections are in place.

12. Intellectual Property:

All HR materials, process documents, training content, or HRIS process improvements created by the Employee during employment are the property of the Employer.

13. IT Acceptable Use:

Employee must adhere to IT acceptable use policies, protect company systems, maintain security measures for HR data, and comply with Michigan data breach notification laws.

14. Background Checks and Drug Testing:

Option A: The Employer may conduct background checks and drug testing in accordance with Michigan-compliant procedures.

Option B: No background check or drug testing required.

15. Code of Conduct:

Professional conduct, accuracy in filing and reporting, mandatory participation in HR policy updates, maintaining impartiality and confidentiality in employee interactions.

Restrictions on outside employment or conflict of interest.

Compliance with professional HR standards (e.g., SHRM code).

Prohibition on unauthorized use or disclosure of proprietary HR information or personnel data.

16. Arbitration:

Option A: Any disputes arising out of or relating to this Agreement shall be settled by binding arbitration in [City, Michigan] in accordance with the rules of the American Arbitration Association, and Michigan law shall govern.

Option B: This agreement will not be subject to arbitration.

17. At-Will Employment:

Employment is "at-will" per Michigan law. The Employer reserves the right to terminate employment with or without cause or notice.

Employee must provide [Number] days written notice of resignation.

Return of property is required upon termination.

Final paycheck will be issued in accordance with Michigan's final wage payment laws.

Severance eligibility and calculation: [Details if applicable].

18. Disciplinary Action:

The Employer maintains a policy for progressive discipline, rights to respond to complaints, and details for receiving, documenting, and investigating grievances in accordance with Michigan best practices.

19. Non-Disclosure and Non-Disparagement:

Employee agrees to a non-disclosure agreement (NDA) and non-disparagement clause tailored to HR-specific exposure to confidential employee matters.

Non-solicitation of coworkers or candidates is prohibited.

20. Compliance with Laws:

The Employee agrees to comply with all applicable laws and regulations, including but not limited to FLSA, HIPAA, FMLA, Michigan Wage & Fringe Benefits Act, Elliott-Larsen Civil Rights Act, MIOSHA, Whistleblowers' Protection Act, and Paid Medical Leave Act.

Employee participation in required workplace safety, anti-harassment, diversity, and legal compliance training is mandatory.

21. Professional Development:

Required HR assistant skills training.

Eligibility for SHRM or HRCI exam/course reimbursement: [Details].

Performance review cycle: [Frequency, e.g., annually].

22. Acknowledgment of Policies:

The Employee acknowledges receipt of and agreement to all referenced HR handbooks or company policies in force.

The Employee agrees to maintain current knowledge of applicable Michigan and federal law changes impacting HR duties.

23. Policy Modifications:

The Employer reserves the right to revise policies or modify the job description within compliance bounds, with advance written notice.

24. Internal Transfers/Promotions:

Eligibility and process for internal transfers or promotions, aligning with Michigan equal opportunity rules.

25. Accommodation Requests:

Process for requesting accommodations under ADA and Michigan disability law, with referral to HR or company compliance officers.

26. Employment Records:

Requirements for maintaining accurate and legally compliant employment records (attendance, leave, discipline, and payroll) under federal and Michigan law.

Employee participation in record audits or government agency investigations is required.

27. Communication:

Contract modifications or notices will be provided in writing, by mail or email, to [Designated Michigan Contact Office and/or HR Department Address].

28. Governing Law:

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

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

____________________________

[Employer Representative Name and Title]

(Employer)

____________________________

[Employee Full Legal Name]

(Employee)