New Hampshire receptionist employment contract template
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How New Hampshire receptionist employment contract Differ from Other States
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New Hampshire follows 'at-will' employment but requires compliance with stricter state-mandated final paycheck deadlines upon termination.
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Distinct wage and hour laws in New Hampshire may require more frequent payment schedules than those set in many other states.
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State law in New Hampshire mandates specific anti-discrimination provisions, covering more protected classes than some other states.
Frequently Asked Questions (FAQ)
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Q: Is a written employment contract required for receptionists in New Hampshire?
A: No, written contracts are not legally required, but having one is highly recommended for clarity and legal protection.
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Q: What wage payment rules apply to receptionist contracts in New Hampshire?
A: New Hampshire law requires employees be paid weekly or biweekly, with exceptions allowed if mutually agreed upon in writing.
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Q: Does New Hampshire law require specific notice before terminating a receptionist?
A: New Hampshire is an at-will state, so notice is not legally required unless specified by the employment contract.
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New Hampshire Receptionist Employment Contract
This New Hampshire Receptionist Employment Contract (the “Agreement”) is made and effective as of [Date], by and between [Company Name], a [State] [Entity Type] with its principal place of business at [Company Address], hereinafter referred to as “Employer,” and [Employee Name], residing at [Employee Address], hereinafter referred to as “Employee.”
1. Position and Responsibilities
- The Employer hires Employee as a Receptionist.
- Employee's responsibilities include, but are not limited to:
- Answering and routing phone calls using a multi-line phone system.
- Greeting visitors and vendors, and maintaining a visitor log.
- Scheduling and coordinating appointments and meeting rooms.
- Handling incoming and outgoing mail and packages.
- Managing front desk security procedures, including identification verification.
- Communicating messages and requests to appropriate staff.
- Maintaining the reception area to company standards.
- Assisting with administrative duties such as filing, data entry, and supply ordering.
2. Qualifications
- Employee must possess the following qualifications:
- Knowledge of office equipment (multi-line phones, copiers, email systems).
- Excellent organizational and communication skills.
- Punctuality and reliability.
- Professional customer service etiquette.
- Confidentiality in handling sensitive company and visitor information.
- Professional appearance as defined by the company's dress code.
3. Reporting Structure
- Employee will report directly to the [Supervisor's Title] in the [Department] department.
4. Work Location and Requirements
- Employee’s primary work location is [Company Address], located in New Hampshire.
- On-site presence is required during scheduled work hours.
- The company dress code is [Business/Business-Casual].
- Option A: Employee may be required to cover extended front desk hours or special events as needed.
- Option B: Employee will not be required to work beyond standard work hours.
5. Employment Type and Work Hours
- Employee's employment is full-time.
- Standard work hours are [Start Time] to [End Time], Monday through Friday.
- Employee is entitled to an unpaid meal break of at least 30 minutes for shifts over 5 hours.
- Paid rest breaks will be provided as per company policy.
6. Overtime
- Overtime will be paid at a rate of 1.5 times the Employee's regular rate for all hours worked over 40 in a workweek, as required by New Hampshire law.
- All overtime work must be pre-approved by the [Supervisor's Title].
- Employee is prohibited from working off-the-clock.
7. Compensation
- Option A: Employee will be paid an hourly rate of [Hourly Wage].
- Option B: Employee will be paid an annual salary of [Annual Salary].
- Wage payments will be made [Frequency, e.g., bi-weekly] via [Method, e.g., direct deposit].
- Option A: Employee is eligible for a performance-based bonus, subject to company policy.
- Option B: Employee is not eligible for a bonus.
- New Hampshire minimum wage laws will be strictly followed at all times.
8. Benefits
- Employee is eligible for the following benefits:
- Medical, dental, and vision insurance, subject to eligibility requirements.
- Paid time off (vacation, sick leave, personal days) as per company policy.
- The following paid holidays: [List of Holidays]. (Note: New Hampshire law does not mandate paid holidays.)
- Option A: Eligibility for retirement benefits, subject to plan documents.
- Option B: No retirement benefits are currently offered.
- Option A: Training or education reimbursement, subject to policy guidelines.
- Option B: No training or education reimbursement is offered.
9. Deductions
- Required deductions, including federal and New Hampshire state taxes, FICA, and other lawful withholdings, will be made from Employee's wages.
- Employee acknowledges receipt of required wage notices under New Hampshire law.
10. Attendance and Punctuality
- Employee is expected to maintain regular attendance and punctuality.
- Employee must follow the company’s call-in procedures for unscheduled absences, as outlined in the employee handbook.
- Documentation may be required for medical or family absences, consistent with company policy and applicable laws.
- Progressive discipline may be applied for absenteeism or tardiness, as outlined in the employee handbook.
11. Behavioral Standards
- Employee must maintain a professional demeanor at all times.
- Employee must adhere to proper phone and in-person etiquette.
- Employee must maintain the confidentiality of all records and information encountered, including visitor information.
- Personal use of front desk systems during working hours is prohibited, except for reasonable break periods.
- Personal visitors at the workplace are limited and subject to company policy.
12. Data Privacy and Confidentiality
- Employee must maintain the confidentiality of all internal proprietary information, client or visitor identity, and other sensitive data.
- Employee must comply with any industry-specific privacy rules (e.g., HIPAA, financial privacy laws).
13. Gifts and Gratuities
- Employee is prohibited from soliciting or accepting gifts or gratuities from clients or vendors.
14. Use of Company Electronics and Social Media
- Use of company electronics (phones, computers, internet) is subject to company policy.
- Employee must adhere to the company's social media policies.
- Employee must report any suspected security breaches or suspicious activity immediately.
15. Employee Handbook
- Employee acknowledges receipt of the Employee Handbook, which contains additional workplace policies.
16. At-Will Employment and Termination
- Employee's employment is at-will, meaning that either the Employer or Employee may terminate the employment relationship at any time, with or without cause or notice, subject to the following:
- Voluntary Resignation: Employee is encouraged to provide [Number] weeks' written notice of resignation.
- Company-Initiated Termination: Employer reserves the right to terminate employment for cause or without cause, subject to applicable laws.
- Final Pay: Employer will provide final pay within 72 hours of termination or on the next scheduled payday, as required by New Hampshire law.
17. Return of Company Property and Exit Interview
- Upon termination, Employee must return all company property (keys, badges, notes, uniforms, electronic devices).
- Employee may be required to participate in an exit interview.
18. Non-Harassment and Equal Employment Opportunity
- Employer is an equal opportunity employer and prohibits discrimination and harassment based on race, gender, age, religion, sexual orientation, gender identity, disability, pregnancy, marital status, or any other protected category under federal or New Hampshire law.
- Retaliation against anyone who reports or participates in an investigation of harassment or discrimination is strictly prohibited.
19. Confidentiality After Termination
- Employee's obligation to maintain the confidentiality of sensitive or confidential information survives termination of employment.
20. Restrictive Covenants
- Option A: (If applicable) Employee acknowledges and agrees to the terms of a separate Non-Competition Agreement, Non-Solicitation Agreement, or No-Poach Agreement, which is attached hereto and incorporated by reference. It is understood that New Hampshire law places restrictions on such agreements. Therefore, these restrictive covenants apply only to the extent permitted by applicable New Hampshire law. To be enforceable, any non-compete agreement will be separately signed, reasonably tailored to front desk functions, and will not apply to employees earning less than the current minimum threshold under New Hampshire law.
- Option B: Employee is not subject to any non-competition, non-solicitation, or no-poach agreements.
21. Workplace Safety
- Employee must adhere to all New Hampshire OSHA regulations and company policies for emergency procedures, incident reporting, and employee injury protocols.
22. Training
- Employee may be required to participate in mandatory training, including annual safety drills, customer service workshops, and company policy updates.
23. Dispute Resolution
- Any disputes arising out of or relating to this Agreement will be subject to the company's internal grievance procedure.
- The parties agree to attempt to resolve any disputes through mediation before initiating litigation.
- This Agreement shall be governed by and construed in accordance with the laws of the State of New Hampshire. Venue for any legal action shall be in [County] County, New Hampshire.
- Employee acknowledges that this Agreement does not alter the at-will nature of employment, notwithstanding any verbal assurances to the contrary.
24. Acknowledgment
- Employee acknowledges receipt and understanding of the terms of this Agreement.
25. Optional Clauses
- Option A: (If applicable) This offer of employment is contingent upon a satisfactory background check.
- Option B: (If applicable) Employee may be required to submit to drug testing in accordance with company policy.
- Option C: (If applicable) Employment is contingent upon verification of references and credentials.
26. Modification of Job Duties
- Employer reserves the right to modify Employee's job duties as business needs change, consistent with the Receptionist position.
27. Entire Agreement
- This Agreement constitutes the entire agreement between the parties and supersedes all prior or contemporaneous communications and proposals, whether oral or written, relating to the subject matter hereof.
28. Professional Licensure/Certifications
- Option A: Employee is required to maintain [Specific License/Certification, e.g., Notary Public] and is responsible for all renewals.
- Option B: No specific professional licensure or certifications are required for this position.
29. COVID-19 and Communicable Disease Policy
- Employee must adhere to the company’s COVID-19 and communicable disease policies, as updated from time to time.
30. Remote/Hybrid Work Policy
- Option A: This position may be eligible for remote or hybrid work arrangements in the future, subject to company policy and management approval. Any remote work will require secure handling of calls and visitor data off-site.
- Option B: This position is strictly on-site and not eligible for remote or hybrid work.
31. Office-Specific Requirements
- Option A: Employee is eligible for employee parking.
- Option B: Employee is not eligible for employee parking.
- Option C: Employee will be issued a uniform.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.
____________________________
[Employee Name]
Employee Signature
____________________________
[Date]
____________________________
[Employer Representative Name]
Employer Representative Signature
____________________________
[Employer Representative Title]
____________________________
[Date]