Ohio receptionist employment contract template
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How Ohio receptionist employment contract Differ from Other States
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Ohio employment contracts must comply with unique minimum wage laws, which may be higher than the federal rate and update annually.
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Specific at-will employment provisions in Ohio must be clearly articulated, emphasizing the right of either party to terminate employment.
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Ohio law requires adherence to distinctive state-mandated leave requirements, such as jury duty or voting leave, within contracts.
Frequently Asked Questions (FAQ)
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Q: Is an employment contract required for a receptionist in Ohio?
A: No, Ohio does not legally require written employment contracts, but having one sets clear expectations and protects both parties.
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Q: Can an Ohio receptionist employment contract specify probationary periods?
A: Yes, specifying a probationary period is common and legally permissible in Ohio, outlining performance evaluation timeframes.
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Q: Are non-compete clauses enforceable in Ohio receptionist employment contracts?
A: Non-compete clauses may be enforced if reasonable in scope, duration, and geographic area, and protect legitimate business interests.
HTML Code Preview
Ohio Receptionist Employment Contract
This Ohio Receptionist Employment Contract (the “Agreement”) is made and effective as of [Date], by and between [Employer Legal Name], located at [Employer Address] (“Employer”), and [Employee Name], residing at [Employee Address] (“Employee”).
1. Position
- Option A: The Employer hereby hires the Employee as a full-time Receptionist.
- Option B: The Employer hereby hires the Employee as a part-time Receptionist.
2. Job Duties
- The Employee's duties shall include, but are not limited to:
- Greeting and directing visitors in a professional and courteous manner.
- Answering and routing phone calls, taking messages.
- Managing appointment schedules and calendars.
- Handling incoming and outgoing correspondence.
- Maintaining visitor logs for security purposes.
- Assisting with office supply inventory and orders.
- Maintaining front desk area tidiness and presentation.
- Processing mail and deliveries.
- Supporting administrative staff with copying, filing, and record-keeping.
- Other duties as assigned by the Employee's supervisor.
3. Appearance & Conduct
- The Employee is expected to maintain a professional appearance and adhere to the Employer's dress code.
- Option A: The dress code is business casual.
- Option B: The dress code is [Specific dress code].
- The Employee must maintain professional customer service etiquette.
- The Employee must handle confidential information appropriately.
4. Reporting Structure
- The Employee will report directly to [Supervisor Name and Title].
- The Employee will work collaboratively with other administrative staff.
- The Employee will escalate front desk or security concerns to [Designated Contact/Procedure].
5. Work Location
- The primary work location is [Employer Address in Ohio].
- Option A: The Employee may be required to work at other locations as needed.
- Option B: The Employee will not be required to work at other locations.
6. Employment Type and Work Schedule
- This is a full-time employment position.
- Option A: The regular work schedule is Monday through Friday, [Start Time] to [End Time].
- Option B: The regular work schedule is [Specific days of the week], [Start Time] to [End Time].
- The Employee is expected to work a minimum of [Number] hours per week.
- Changes to the work schedule may be made with advance notice.
7. Breaks
- Option A: The Employee will be provided with a [Number]-minute unpaid meal break and [Number]-minute paid rest breaks per day, in accordance with company policy.
- Option B: The Employee is entitled to breaks pursuant to company policy, but no breaks are mandated under Ohio law for employees over the age of 18.
8. Compensation
- The Employee's hourly wage is [Dollar Amount] per hour/The Employee's annual salary is [Dollar Amount].
- The Employee will be paid [Frequency - e.g., bi-weekly] on [Day of the Week].
- Payment will be made via [Payment Method - e.g., direct deposit].
- Overtime will be paid at 1.5 times the regular rate for hours worked over 40 in a workweek, as required by Ohio and federal law.
- Option A: The Employee is eligible for a performance bonus based on [Bonus Criteria].
- Option B: The Employee is not eligible for a performance bonus.
9. Benefits
- Option A: The Employee is eligible for health, dental, and vision insurance, subject to the terms and conditions of the Employer's benefit plans.
- Option B: The Employee is not eligible for health, dental, and vision insurance.
- Option A: The Employee is eligible to participate in the Employer's 401(k) plan after meeting eligibility requirements.
- Option B: The Employer does not offer a 401(k) plan.
- The Employee will accrue paid time off in accordance with the Employer's policy.
- Option A: The Employee will receive [Number] paid holidays per year.
- Option B: The Employee will not receive paid holidays.
- The Employee is entitled to time off for jury duty and bereavement leave, as required by law and company policy.
- Option A: The Employee is eligible for reimbursement for [Specific benefits e.g. uniform or parking], subject to the terms and conditions of the Employer's policy.
- Option B: The Employee is not eligible for reimbursements for [Specific benefits e.g. uniform or parking].
10. Legal Compliance
- The Employer will comply with all applicable Ohio and federal laws, including minimum wage and overtime regulations.
- The Employee is required to accurately record their time worked.
11. Confidentiality and Privacy
- The Employee must maintain the confidentiality of all visitor records, documents, and personal data.
- The Employee must comply with all applicable privacy laws, including HIPAA if applicable.
- These confidentiality obligations survive the termination of employment.
12. Data Protection
- The Employee must use telephones, computers, and office systems responsibly.
- The Employee is prohibited from unauthorized disclosure of visitor or staff contact information.
13. Standards of Conduct
- The Employee must refrain from personal phone use or non-work activities while at the reception desk.
- The Employee must be knowledgeable of emergency response procedures, including evacuation and medical emergencies.
14. At-Will Employment
- This is an at-will employment relationship, as recognized under Ohio law. This means that either the Employer or the Employee may terminate the employment relationship at any time, with or without cause or notice.
- This Agreement does not constitute a promise or guarantee of continued employment.
15. Termination
- The Employee may voluntarily terminate employment by providing [Number] days' written notice.
- The Employer may terminate the Employee's employment for cause, effective immediately.
- Upon termination, the Employee must return all Employer property, including keys, badges, and IT equipment.
- The Employee's final paycheck will be issued in accordance with Ohio law.
16. Performance Evaluation and Discipline
- The Employee's performance will be evaluated [Frequency - e.g., annually].
- The Employer utilizes a progressive discipline policy.
- Option A: The employee is eligible for promotions or lateral moves.
- Option B: Promotions and lateral moves are not guaranteed.
17. Equal Employment Opportunity
- The Employer is an equal opportunity employer and does not discriminate on the basis of race, sex, religion, national origin, age, disability, military status, or any other protected characteristic under Ohio or federal law.
- The Employer maintains a workplace free of harassment.
18. Mandatory Legal Notices
- The Employer maintains workers' compensation insurance coverage.
- The Employee has the right to report workplace injuries.
- The Employee has rights under the Ohio Civil Rights Act and minimum wage laws.
19. Safety Concerns
- The Employee has the right to report safety concerns or wage complaints without retaliation.
- The Employer maintains a workplace safety program compliant with Ohio law.
20. Restrictive Covenants
- Option A: The Employee is subject to a non-compete and non-solicitation agreement as a separate document.
- Option B: The Employee is not subject to a non-compete or non-solicitation agreement. Any post-employment restriction is limited to the protection of customer lists or proprietary business information and must be reasonable in time and geographic scope.
21. Background Checks and Drug Testing
- Option A: The Employee's employment is contingent upon a satisfactory background check and drug test.
- Option B: The Employee's employment is not contingent upon a background check or drug test.
- The Employee must provide proof of authorization to work in the U.S.
22. Dispute Resolution
- Any disputes arising out of this Agreement shall be resolved through escalation within management, followed by mediation.
- The jurisdiction for any legal claims shall be the courts of [Ohio County] County, Ohio.
23. Union Membership
- Option A: The Employee is covered by a collective bargaining agreement.
- Option B: This is an open shop, and union membership is not required.
24. Updates to Policy
- The Employer may update company policies, handbooks, and benefits from time to time.
- The Employee acknowledges receipt of this Agreement, workplace policies, and privacy notice.
25. Contact Information Changes
- The Employee must notify the Employer of any changes to their address or contact information.
26. Governing Law
- This Agreement shall be governed by and construed in accordance with the laws of the State of Ohio and applicable federal law.
Employee Signature: _________________________ Date: ___________
Employer Signature: _________________________ Date: ___________
Employer Printed Name: [Employer Printed Name]
Employee Printed Name: [Employee Printed Name]