New Hampshire HR assistant employment contract template

New Hampshire HR Assistant Employment Contract

This New Hampshire HR Assistant Employment Contract (the “Agreement”) is made and entered into as of [Date] by and between [Company Name], a company organized and existing under the laws of New Hampshire, with its principal place of business at [Company Address] ("Employer"), and [Employee Name], residing at [Employee Address] ("Employee").

1. Employment

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

2. Job Description

The Employee's primary job title is HR Assistant.

The Employee's responsibilities include, but are not limited to:

• Facilitating recruitment processes.
• Onboarding and offboarding coordination.
• HR records management.
• Processing payroll and benefits paperwork.
• Assisting with compliance reporting.
• Handling sensitive personnel data.
• Updating employee handbooks.
• Monitoring timekeeping and attendance records.
• Supporting employee performance review processes.
• Scheduling interviews and trainings.
• Assisting with workplace investigations under HR supervision.
• Supporting workplace safety programs as required under New Hampshire law.
• Responding to basic employee HR inquiries.
• Assisting in the administration of FMLA, workers' compensation, and unemployment insurance in accordance with New Hampshire regulations.

3. Reporting Structure

The Employee will report directly to [Reporting Manager Name], whose title is [Reporting Manager Title].

Expectations include cross-departmental collaboration with [Departments].

Reporting frequency to HR management will be [Frequency, e.g., weekly] in the format of [Format, e.g., written reports].

The Employee will interact with external agencies such as [Agencies, e.g., New Hampshire Department of Labor].

4. Place of Employment

The principal place of employment is [Company Address] in New Hampshire.

Option A: The Employee will be required to work remotely [Percentage]% of the time.

• The Employee must use a company-provided computer and VPN.
• The Employee must adhere to all company data privacy policies.

Option B: The Employee will not be permitted to work remotely.

5. Employment Classification and Work Hours

The Employee is classified as a full-time employee.

The standard workweek is [Number] hours per week, from [Start Time] to [End Time], [Days of the week].

Option A: The Employee is eligible for overtime pay at a rate of 1.5 times the regular hourly rate for hours worked over 40 in a workweek, as required by New Hampshire law (RSA 279:21).

Option B: The Employee is not eligible for overtime pay due to being classified as exempt.

The Employee is entitled to a [Length of Break] minute unpaid meal break and [Number] paid rest breaks of [Length of Break] minutes per [Length of Time], per RSA 275:30-a.

The Employee must use [Timekeeping System] for timekeeping. Overtime requests must be approved by [Approving Manager].

6. Compensation

The Employee will be paid at a rate of [Dollar Amount] per [Hour/Year].

The Employee will be paid [Weekly/Bi-weekly] via [Direct Deposit/Check].

Pay stubs will include details as required by New Hampshire law, including hours worked, gross pay, deductions, and net pay.

7. Benefits

The Employee is eligible for the following benefits:

• Medical insurance.
• Dental insurance.
• Vision insurance.
• Eligibility for employer-sponsored retirement plans such as 401(k).
• [Number] days of paid time off per year.
• Option A: [Number] days of sick leave per year.
• Option B: No sick leave is provided.
• [Number] paid holidays per year.
• Option A: Paid parental leave of [Number] weeks.
• Option B: Unpaid parental leave.
• Short-term disability insurance.
• Long-term disability insurance.
• Life insurance.
• Option A: Tuition reimbursement up to [Dollar Amount] per year.
• Option B: Professional development reimbursement up to [Dollar Amount] per year.

The Employer reserves the right to change benefit plans, provided such changes comply with plan documents and required New Hampshire notice periods.

8. Compliance with New Hampshire Law

The Employer complies with New Hampshire’s Workers’ Compensation Law (RSA 281-A), unemployment insurance, and wage & hour reporting requirements.

9. Equal Opportunity Employment

The Employer is an equal opportunity employer and does not discriminate based on race, color, sex, sexual orientation, gender identity, age, religion, disability, marital status, or any other characteristic protected by federal and New Hampshire law (RSA 354-A).

10. Required Training

The Employee is required to participate in the following trainings:

• Sexual harassment prevention training.
• Workplace safety training.
• Mandated HR compliance education.

11. Confidentiality

The Employee must maintain strict confidentiality of all personnel information and company data in compliance with NH laws on employee records (RSA 275:56). The Employee will not disclose sensitive personal and company HR information, including social security numbers, protected leave/medical data, and salary history.

This confidentiality obligation extends beyond the termination of employment.

12. Electronic Communication and Data Management

The Employee must comply with company policies on electronic communication, document management, and secure use of HR information systems. All employee records shall be stored, accessed, and disposed of according to New Hampshire state and federal privacy rules.

13. Intellectual Property

Any HR process improvements, policies, or templates developed by the Employee on the job belong to the Employer.

The Employee must obtain written approval before using external or licensed HR management tools or templates.

14. Outside Employment

The Employee must obtain written employer approval for any outside employment or consulting services in HR or staffing, to avoid conflicts of interest with the Employer’s operations.

15. Conduct

The Employee is expected to maintain strict impartiality, fair treatment, and sensitivity in handling employee issues.

The Employee must promptly report any observed legal or policy violations.

The Employee must adhere to company social media conduct guidelines.

16. Non-Retaliation

The Employer prohibits retaliation for good faith reporting of discrimination, harassment, safety, or wage-hour violations, in compliance with New Hampshire whistleblower protections (RSA 275:E).

17. At-Will Employment

The Employee's employment is at-will, as recognized under New Hampshire law.

Option A: The Employee must provide [Number] weeks written notice of resignation.

Option B: The Employee must provide [Number] days written notice of resignation.

Option C: The Employer must provide [Number] weeks written notice of termination.

The final paycheck will be delivered per RSA 275:44. All company property must be returned, and access will be revoked upon separation.

An exit interview will be conducted.

18. Termination for Cause

The Employer may terminate the Employee for cause, including gross misconduct, unauthorized disclosure of sensitive data, violation of anti-discrimination/harassment policies, and falsification of records.

The Employer will investigate and document any suspected violations.

19. Grievance Procedures

The Employee may utilize the following grievance procedures:

• Escalation to [Department Head] within the HR department.
• If internal resolution fails, the Employee may contact the New Hampshire Department of Labor.

20. Dispute Resolution

Any disputes arising under this Agreement shall be resolved through [Mediation/Arbitration/Court Action], governed by New Hampshire law. Venue shall be in [County Name] County, New Hampshire.

21. Compliance with Policies

The Employee acknowledges receipt of and agrees to comply with the company code of ethics, anti-harassment policy, drug-free workplace requirements, and mandatory reporting of incidents or known compliance violations.

22. Non-Solicitation/Post-Employment Restrictions

Any non-solicitation or post-employment restrictions must conform to New Hampshire law (RSA 275:70).

Option A: The Employee is prohibited from soliciting the Employer's clients for a period of [Number] months following termination.

23. Incorporation of Policies

All employment policies referenced in this contract (handbook, code of conduct, technology use policies) are incorporated by reference, and copies have been provided to the Employee.

24. Severability

If any provision of this Agreement is held to be invalid or unenforceable, the remaining provisions shall remain in full force and effect.

25. Amendment

This Agreement may be amended only by a written instrument signed by both parties.

26. Legal Compliance

This Agreement shall be interpreted and enforced in accordance with the laws of the State of New Hampshire.

27. 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.

28. No Definite Term

This Agreement does not promise employment for any definite period unless otherwise expressly stated.

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

[Company Name]

By: [Company Representative Name]

Title: [Company Representative Title]

[Employee Name]

Signature: _________________________

Date: _________________________