New York receptionist employment contract template

New York Receptionist Employment Contract

This New York Receptionist Employment Contract (the "Agreement") is made and effective as of [Effective Date, e.g., January 1, 2024] by and between:

• [Employer Legal Name], located at [Employer Address], with contact information: [Employer Phone Number], [Employer Email Address] (the "Employer"), and
• [Employee Legal Name], residing at [Employee Address], with contact information: [Employee Phone Number], [Employee Email Address] (the "Employee").

Position

• Option A: The Employer hires the Employee as a Receptionist.
• Option B: The position is a front-desk, clerical, and client-facing role.

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

• Greeting and directing visitors
• Receiving and screening calls
• Scheduling appointments using [Designated Software]
• Managing visitor logs and security badges
• Maintaining the reception area
• Distributing mail/packages
• Handling office supply inventories
• Entering and verifying data
• Providing administrative support to staff
• Assisting with conference room bookings
• Enforcing office security and confidentiality policies
• Handling emergencies per building protocols
• Other duties as assigned.

The Employee must maintain professional attire, consistent punctuality, a friendly tone, and a service orientation. [Optional: Bilingual skills in [Language] are required/preferred.] [Optional: Proficiency in [Specific Technology/Software] is required.]

Work Location

• Option A: The Employee's primary work location is [Employer's New York Office Address].
• Option B: The Employee may be required to work at other New York office locations as needed.

In-person attendance and on-premises work are expected unless otherwise specified.

• The procedure for requesting shift swaps or coverage is [Describe Procedure].
• [Optional: The Employee will participate in a front-desk rotation schedule as follows: [Describe Schedule]].

Employment Type and Work Hours

• Option A: The Employee's position is full-time.
• Option B: The Employee's regular work hours are [Start Time, e.g., 9:00 a.m.] to [End Time, e.g., 5:00 p.m.], Monday through Friday.

Attendance and timekeeping procedures are outlined in [Reference to Company Handbook/Policy].

The Employee is [Exempt/Non-Exempt] from overtime.

• Non-Exempt employees will be paid overtime at a rate of 1.5 times their regular rate for hours worked over 40 in a workweek, as required by New York law.
• The employee is entitled to a [Length of Lunch Break, e.g., 30-minute] uninterrupted lunch break and [Number of Breaks, e.g., Two] 15-minute rest breaks, as required by New York State Labor Law.

[Optional: Specify spread-of-hours pay if applicable]

Compensation

• Option A: The Employee's hourly rate is [Hourly Rate].
• Option B: The Employee's annual salary is [Annual Salary], payable [Payment Schedule, e.g., bi-weekly].

Payment will be made via [Method of Payment, e.g., direct deposit].

The Employee will receive an itemized wage statement reflecting all legal deductions, as required by the New York Wage Theft Prevention Act (WTPA).

Performance Expectations and Evaluation

• Option A: The Employee's performance will be evaluated [Evaluation Frequency, e.g., annually].
• Option B: Performance will be evaluated based on the following criteria: [List of Performance Criteria, e.g., customer service, punctuality, accuracy, efficiency].

The Employee may be eligible for bonuses or raises based on performance. [Detail Bonus/Raise Eligibility Criteria].

Employee Benefits

The Employer provides the following benefits:

• Medical insurance [Availability and details]
• Dental insurance [Availability and details]
• Vision insurance [Availability and details]
• 401(k) or pension plan [Availability and details]
• Paid time off (vacation, sick days, personal days) [Accrual rate and details]
• New York State-mandated paid sick leave [Accrual rate and details]
• Public holidays [List of holidays]
• Family leave entitlements under New York Paid Family Leave law [Details]
• [Optional: Commuter benefits program [Details]]

Policies for requesting leave are outlined in [Reference to Company Handbook/Policy].

Attendance expectations during severe weather or emergencies are outlined in [Reference to Company Handbook/Policy].

Reporting requirements for absences are outlined in [Reference to Company Handbook/Policy].

Training and Orientation

The Employee will participate in the following training:

• Customer service training
• Phone system training
• Emergency evacuation training
• Privacy/confidentiality training (including handling of visitor information)
• Anti-harassment training, as mandated by New York law.

Reporting Structure

The Employee will report to [Direct Supervisor Name and Title].

Escalation processes for workplace incidents or security concerns are outlined in [Reference to Company Handbook/Policy].

Confidentiality

The Employee agrees to maintain the confidentiality of client lists, visitor records, sensitive personal data, proprietary business information, and building security protocols.

Unauthorized disclosure is prohibited.

The Employee acknowledges the company's HIPAA/confidentiality practices, if applicable.

Technology Usage

The Employee's use of computers, phones, appointment scheduling systems, and email is subject to the Employer's technology usage policy.

Restrictions on personal use, password protection, and IT security protocols are outlined in [Reference to Company Handbook/Policy].

Workplace Conduct

The Employee is expected to treat all visitors and staff with courtesy and respect.

The Employer maintains a strict anti-discrimination, anti-harassment, and equal employment opportunity policy, as mandated by New York State and New York City Human Rights Law.

Protected classes include race, gender, religion, sexual orientation, age, gender identity, marital status, etc.

At-Will Employment

• Option A: The Employee's employment is at-will, meaning that either party may terminate the employment relationship at any time, with or without cause, subject to applicable law.
• Option B: Grounds for termination [Outline grounds for termination].

Required notices or final pay will be provided as per New York Labor Law.

Procedures for returning building access cards or company property are outlined in [Reference to Company Handbook/Policy].

COBRA/continuation of benefits information will be provided upon termination.

Grievance and Complaint Reporting Procedures

The Employee may escalate issues related to workplace safety, harassment, or wage theft as outlined in [Reference to Company Handbook/Policy].

The Employer will post required notices and provide information on employee rights, including hotline reporting and anti-retaliation rights, as required by New York law.

Fair Workweek/Predictive Scheduling

• Option A: [If applicable: This workplace is subject to New York City's Fair Workweek and predictive scheduling laws. [Details]]
• Option B: [If not applicable: This workplace is not subject to New York City's Fair Workweek and predictive scheduling laws.]

Sexual Harassment Prevention Policy

The Employee acknowledges receipt of the New York State Sexual Harassment Prevention Policy and agrees to participate in annual interactive training.

Occupational Health and Safety

The Employer complies with New York occupational health and safety requirements for front desk personnel.

This includes providing a safe workstation, emergency evacuation routes, and procedures for reporting exposure to viruses or hazardous conditions.

Workers' Compensation and Disability Benefits

The Employee is covered by workers' compensation insurance and is eligible for disability benefits as required by New York law. [Details]

Background Check

[Optional: If applicable, include fidelity/criminal background check consent clause, consistent with New York's Fair Chance Act. [Details]]

Union Membership

• Option A: [If unionized: The Employer is a unionized employer. Details of union membership and collective bargaining rights are available from [Contact information]].
• Option B: [If not unionized: The Employer is not a unionized employer.]

Wage Notice and Acknowledgment (WTPA Notice)

The Employee acknowledges receipt of the New York Wage Theft Prevention Act (WTPA) Notice.

The Employee will receive and acknowledge annual wage acknowledgement forms.

Outside Employment and Conflicts of Interest

The Employer's policy on outside employment and conflicts of interest is outlined in [Reference to Company Handbook/Policy]. [Include details regarding gifts or gratuities from visitors.]

Multilingual Services and Accessibility

[If applicable: The Employee will be required to provide services to clients with disabilities. The Employer will provide reasonable accommodations as required by New York Human Rights Law and the ADA.]

Compliance with Regulations

The Employee is responsible for keeping company signage, dress code policies, public-facing communications, and the front desk area in compliance with New York City regulations.

Non-Competition/Non-Solicitation

• Option A: [Non-competition clauses are generally unenforceable for receptionist roles in New York. This Agreement does not include a non-competition clause.]
• Option B: [Optional: This Agreement includes a narrowly tailored non-solicitation and confidentiality agreement, compliant with prevailing standards. [Details]]

Employee Handbook

The Employee acknowledges receipt and understanding of the Employee Handbook.

Company policies incorporated by reference are outlined in [Reference to Company Handbook/Policy].

The hierarchy of rules for resolving policy conflicts specific to the receptionist's workplace is [Describe Hierarchy].

Dispute Resolution

Any employment disputes will be resolved in [Venue, e.g., New York County, New York] and governed by the laws of the State of New York.

The dispute resolution process is [Describe Steps, e.g., internal mediation, arbitration].

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

____________________________

[Employer Representative Name and Title]

____________________________

[Employee Legal Name]