Michigan HR generalist employment contract template

Michigan Full-Time HR Generalist Employment Agreement

This Michigan Full-Time HR Generalist Employment Agreement (the "Agreement") is made and entered into as of this [Date] day of [Month], [Year], by and between [Company Name], a [State of Incorporation] corporation, with its principal place of business at [Company Address] ("Employer"), and [Employee Name], residing at [Employee Address] ("Employee").

WHEREAS, Employer desires to employ Employee as a full-time HR Generalist; 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. Position

Employee shall be employed by Employer in the position of HR Generalist.

Option A: The Employee will report directly to the [Job Title of Supervisor].

Option B: The Employee will report directly to the President of the company.

2. Duties and Responsibilities

Employee's duties and responsibilities shall include, but not be limited to, the following:

• Full-cycle recruiting and onboarding, including job postings, screening resumes, conducting interviews, background checks, and employee orientation.
• Payroll administration, including processing payroll, managing employee timekeeping records, and ensuring compliance with all applicable laws and regulations.
• Benefits enrollment and administration, including managing employee benefits plans, processing enrollments and changes, and resolving employee benefits inquiries.
• HR records and personnel file management, including maintaining accurate and up-to-date employee records in compliance with legal requirements.
• Employee relations, including addressing employee concerns, mediating disputes, and counseling employees on performance and conduct issues.
• Policy interpretation, including interpreting and applying company policies and procedures to employee situations.
• Performance review coordination, including assisting with the performance review process, providing feedback to managers, and tracking employee performance.
• Training program implementation, including developing and delivering training programs on various HR topics.
• Compliance monitoring, including monitoring compliance with all applicable federal, state, and local laws and regulations.
• FMLA/ADA/Workers' Comp leave tracking, including administering employee leaves of absence in accordance with applicable laws and regulations.
• Conflict resolution facilitation, including mediating disputes between employees and management.
• EEO/AA reporting, including preparing and submitting EEO/AA reports as required by law.
• Maintenance and safeguarding of confidential information, including protecting employee and company confidential information.
• HRIS management, including managing the company's HRIS system and ensuring data accuracy.
• Regular Michigan-specific legal compliance auditing to ensure adherence to all Michigan labor laws.

3. Qualifications

Employee represents and warrants that they possess the following qualifications:

• Option A: Bachelor's degree in Human Resources or a related field
• Option B: Five (5) years of HR Generalist experience.
• Option C: PHR or SHRM-CP certification (or equivalent)
• Thorough knowledge of Michigan and federal labor laws, including FLSA, MIOSHA, and the Elliott-Larsen Civil Rights Act.

4. Work Location

Employee's primary work location shall be at [Address of Work Location], located in Michigan.

• Option A: This is an in-person position, requiring the Employee to be present at the work location during normal business hours.
• Option B: This is a hybrid position, allowing for remote work [Number] days per week. See attached Telework Policy for details.
• Option C: This is a fully remote position within the State of Michigan.

5. Employment Type and Hours

Employee's employment shall be full-time.

• The standard work week will consist of [Number] hours per week.
• The typical work schedule is [Start Time] to [End Time], [Days of the Week].
• Option A: Employee is considered an exempt employee and is not eligible for overtime pay.
• Option B: Employee is considered a non-exempt employee and is eligible for overtime pay at a rate of one and one-half (1.5) times their regular hourly rate for all hours worked over 40 in a workweek, as required by Michigan law. Overtime must be pre-approved by [Job Title of Supervisor].

6. Meal and Rest Breaks

Employee shall be entitled to meal and rest breaks in accordance with Michigan Wage and Hour laws.

• Option A: Employees will be provided a 30-minute unpaid meal break, typically taken around midday.
• Option B: Employees are entitled to paid rest breaks totaling 15 minutes for every 4 hours worked.

7. Compensation

Employer shall pay Employee a [Salary/Hourly Wage] of [Dollar Amount] per [Year/Hour], payable [Frequency of Pay – e.g., bi-weekly] via [Method of Payment - e.g., direct deposit].

• Option A: Employee is eligible for an annual bonus based on performance, as determined by the Employer, with a target bonus of [Percentage]% of their annual salary.
• Option B: Employee is eligible for merit-based increases based on performance reviews.
• Option C: Employee is eligible for a one-time retention bonus of [Dollar Amount] payable after completion of [Number] years of employment.

8. Employee Benefits

Employee shall be eligible to participate in Employer's benefit plans, subject to the terms and conditions of those plans. Such benefits may include:

• Health insurance (including information mandated by Michigan law).
• Dental and vision insurance.
• Retirement and 401(k) plans.
• Paid vacation and sick leave (consistent with Michigan's Paid Medical Leave Act).
• State/Federal Holidays
• FMLA and Michigan family/medical leave.
• Wellness programs.
• Professional development and HR certification reimbursement.
• Tuition assistance.
• COBRA benefit continuation.

9. Reporting Structure

Employee will report directly to [Job Title of Supervisor].

• Option A: Employee will be responsible for mentoring junior HR staff.
• Option B: Employee will not be responsible for mentoring junior staff.

10. Confidentiality

Employee acknowledges that they will have access to confidential employee and company information. Employee agrees to maintain the confidentiality of such information both during and after their employment, consistent with Michigan's Uniform Trade Secrets Act.

11. Intellectual Property

Any training materials, HR policies, or unique processes developed by the Employee during their employment shall be the sole and exclusive property of the Employer.

12. Behavioral Standards

Employee agrees to adhere to all company policies, including anti-discrimination, anti-harassment, and retaliation policies, in compliance with Michigan's Elliott-Larsen Civil Rights Act, federal Title VII, and ADA.

13. Compliance with Company Policies

Employee shall comply with all company policies, including those relating to whistleblower reporting, workplace safety (MIOSHA), and ethical standards.

14. Non-Solicitation

During their employment and for a period of [Number] months following termination, Employee agrees not to solicit Employer's employees, clients, or confidential data. This non-solicitation agreement is limited to the extent permitted by Michigan law. Any non-compete agreement must comply strictly with Michigan’s legal requirements and be reasonable in scope, duration, and geographic restriction.

15. At-Will Employment

Employee's employment with Employer is at-will, meaning that either party may terminate the employment relationship at any time, with or without cause or notice, subject to applicable laws. This clause is consistent with Michigan law.

• Option A: A [Number] week notice is appreciated but not required from the employee upon voluntary resignation.
• Option B: The Employer reserves the right to provide payment in lieu of notice.

16. Termination

Termination of employment may occur through voluntary resignation, company-initiated termination, layoff, or redundancy, in accordance with Michigan law. Final wage payment will be made as required by Michigan law.

17. Post-Termination Obligations

Upon termination, Employee shall return all company property, including personnel files, keys, and confidential documents.

18. Required Notices

Employee acknowledges receipt of required notices under Michigan law, including wage theft prevention, unemployment insurance, workers' compensation, MIOSHA poster, and relevant federal postings (EEO, FMLA, OSHA).

19. Dispute Resolution

This Agreement shall be governed by and construed in accordance with the laws of the State of Michigan. Any dispute arising under this Agreement shall be resolved in the courts of [Wayne/Oakland/Relevant] County, Michigan.

• Option A: The parties agree to attempt to resolve any disputes through mediation prior to initiating litigation.
• Option B: The parties agree to resolve any disputes through binding arbitration.

20. Employee Complaints

Employee acknowledges and understands the process for reporting and resolving employee complaints, including those of workplace harassment, protected activity, or wage disputes, and procedures for investigation by HR consistent with Michigan’s civil rights and employment statutes.

21. Special Compliance Needs

Employee is responsible for maintaining up-to-date mandatory training (EEO, HIPAA if handling health data, harassment prevention) and adhering to Michigan's unique requirements (e.g., Right to Work, ban-the-box, criminal background and drug testing processes).

22. Mandatory Reporting

Employee understands the Employer's obligation for mandatory reporting to Michigan LARA (Licensing and Regulatory Affairs) for certain HR actions.

23. Record Retention

Employee shall handle employment documentation, record retention, and destruction in accordance with Michigan’s legal timelines and privacy rules.

24. Industry-Specific Compliance (Optional)

• Option A: Addendum A applies to industry-specific HR compliance for union workforces.
• Option B: Addendum B applies to industry-specific HR compliance for healthcare organizations.
• Option C: Addendum C applies to industry-specific HR compliance for education organizations.

25. Policy Updates

Employer reserves the right to update policies in accordance with changes to Michigan or federal employment law, providing notice to the Employee.

26. Acknowledgment of Policies

Employee acknowledges receipt and understanding of all referenced policies, including the Michigan employee handbook, code of conduct, and safety plans.

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

____________________________
[Company Name]

By: [Name of Company Representative]

Title: [Title of Company Representative]

____________________________
[Employee Name]

Date: [Date]