Oregon HR generalist employment contract template

Oregon HR Generalist Employment Agreement

This Oregon HR Generalist Employment Agreement (the "Agreement") is made and effective as of [Effective Date], by and between [Employer Full Legal Name], a [State of Incorporation] corporation with its principal place of business at [Employer Address], [Employer City], OR, [Employer Zip Code] ("Employer"), and [Employee Full Legal Name], residing at [Employee Address], [Employee City], OR, [Employee Zip Code] ("Employee").

1. Position:

• Option A: The Employer hires Employee as a full-time HR Generalist.
• Option B: The Employer hires Employee as a full-time HR Generalist (Senior).

2. Responsibilities: The Employee will perform the following duties, which may be modified by the Employer:

• Employee Relations:
  • Addressing employee concerns and resolving conflicts.
  • Conducting investigations into employee complaints.
• Recruitment and Onboarding:
  • Managing the full recruitment lifecycle.
  • Conducting new employee orientation and onboarding.
• Benefits Administration:
  • Administering employee benefits programs.
  • Serving as a liaison with benefits providers.
• HR Compliance:
  • Ensuring compliance with all applicable federal, state (Oregon), and local laws.
  • Maintaining HR records in accordance with legal requirements.
• Payroll Support:
  • Assisting with payroll processing.
  • Addressing employee payroll inquiries.
• Training Coordination:
  • Coordinating employee training and development programs.
  • Developing and delivering training materials.
• Performance Management:
  • Assisting with performance review processes.
  • Providing guidance to managers on performance management.
• Policy Development and Enforcement:
  • Developing and updating HR policies and procedures.
  • Ensuring consistent application of policies.
• Workplace Investigations:
  • Conducting thorough and impartial workplace investigations.
• Reporting HR Data:
  • Preparing and submitting HR reports.
• Managing Leaves of Absence:
  • Administering FMLA/OFLA and other leave programs.
• HRIS Management:
  • Maintaining and updating HRIS systems.
• OSHA Compliance:
  • Ensuring compliance with OSHA requirements.
• Workplace Safety:
  • Enforcing workplace safety policies.

3. Qualifications:

• Option A: Bachelor's degree in Human Resources or related field.
• Option B: PHR or SHRM-CP certification preferred.
• Minimum [Number] years of HR experience in Oregon.
• Thorough knowledge of Oregon and federal employment laws, including OFLA, Oregon Sick Leave, Equal Pay Act, Oregon Pay Equity, and ban-the-box laws.

4. Reporting Structure:

• Option A: The Employee will report to the [Job Title].
• Option B: The Employee will have supervisory responsibilities over [Job Title(s)].
• The Employee is expected to interact with management, employees, and external agencies.

5. Work Location:

• Primary work location: [Company Address], [City], Oregon, [Zip Code].
• Option A: Remote work is not permitted.
• Option B: Remote work is permitted according to the Employer's remote work policy. The employer will provide necessary equipment.
• Option C: Hybrid work arrangement.
• Expense reimbursement will be in accordance with Oregon law and company policy.

6. Employment Status and Work Schedule:

• Full-time employment, at least 40 hours per week.
• Option A: Work schedule: Monday-Friday, 8:00 AM - 5:00 PM.
• Option B: Work schedule: [Days of the week], [Start Time] - [End Time].
• Employee is entitled to meal and rest breaks as required by Oregon law.
• Overtime eligibility:
  • Option A: Employee is exempt from overtime under the white-collar exemption.
  • Option B: Employee is non-exempt and entitled to overtime pay at 1.5x the regular rate for hours worked over 40 in a workweek.
• Mandatory rest period between shifts: [Number] hours.
• Time tracking and submission procedures will follow company policy in compliance with Oregon rules.

7. Compensation:

• Option A: Base annual salary: [Dollar Amount].
• Option B: Hourly wage: [Dollar Amount]. Must comply with Oregon minimum wage laws.
• Payment method: Direct deposit.
• Payment frequency: Biweekly.
• Overtime pay (if non-exempt): 1.5x the regular rate for hours worked over 40 in a workweek.
• Option A: Eligibility for performance bonus: [Details of Bonus Plan].
• Option B: Eligibility for merit increases.
• Wage adjustments will be determined based on performance and market conditions.
• The Employer is committed to pay equity in accordance with the Oregon Equal Pay Act.

8. Employee Benefits:

• Medical, dental, and vision insurance.
• Oregon-mandated sick leave: Accrual and usage policy per Oregon law.
• Holiday, vacation, and personal time off: [Details of PTO Policy].
• Short-term and long-term disability insurance.
• Life insurance.
• Paid family leave (subject to Oregon law).
• OFLA/FMLA procedures per Oregon and federal law.
• 401(k)/Retirement plan: [Details of Plan].
• Option A: Commuter/Parking stipend: [Amount].
• Option B: Professional development stipend: [Amount] or Tuition reimbursement: [Details].
• Benefits are subject to change according to company policy, with advance written notice as required under Oregon law.

9. Intellectual Property:

• All HR-related documents, policies, training materials, templates, handbooks, and proprietary workflow/process improvements created during employment are the property of the Employer.
• This includes protection of trade secrets under Oregon law.

10. Confidentiality:

• The Employee will maintain strict confidentiality regarding employee records, HR investigations, medical/reasonable accommodation information, and sensitive company data.
• Compliance with Oregon privacy laws, including the Oregon Consumer Information Protection Act, HIPAA (if applicable), and records retention/destruction obligations.

11. Conflict of Interest and Outside Employment:

• Employee must avoid conflicts of interest and adhere to the Employer's code of conduct.
• Prior written approval is required for HR employment with other Oregon employers.

12. At-Will Employment and Termination:

• Employment is at-will, as generally presumed under Oregon law.
• Voluntary Resignation: [Number] days' notice required. Exit briefing will be conducted.
• Employer-Initiated Termination: The Employer may terminate employment for any lawful reason.
  • Written notice will be provided.
  • Final paycheck will be issued in accordance with Oregon law.
  • Payout of accrued but unused vacation time will be per company policy.
• Layoffs: Compliance with Oregon Mini-WARN Act, if applicable.

13. Non-Compete and Non-Solicitation:

• Any non-compete agreement must comply with Oregon law.
  • Duration: No more than 12 months post-termination.
  • Minimum Salary Threshold: The employee must meet Oregon's minimum salary threshold for enforceability.
  • Advance Written Notice: Notice will be provided at least two weeks before the start of employment.
  • Scope: Must be reasonable in scope.
• Trade Secret Protection and Non-Disclosure: Post-termination duration: [Number] months, specifically tailored to HR information.

14. Anti-Harassment and Anti-Discrimination:

• The Employer maintains a strict anti-harassment, anti-discrimination, diversity, and inclusion policy.
• Protected categories: Race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, disability, veteran status, and genetic information, as defined under federal and Oregon law.
• Mandatory reporting procedure for harassment.
• Anti-retaliation protections.
• Notification of availability of written policies per Oregon statute 659A.300.

15. Compliance with Oregon Labor Laws:

• Compliance with Oregon's Pay Equity law.
• Pay transparency: Employees are free to discuss their wages.
• Compliance with Oregon/Portland ban-the-box provisions.

16. Required Training:

• Sexual harassment prevention training.
• Safety training.
• Other Oregon-mandated training.

17. Occupational Health and Safety:

• Compliance with Oregon OSHA regulations.
• Employee obligations to report workplace injuries.
• Company duty to provide safety training and resources.

18. Workers' Compensation:

• Workers' compensation coverage under Oregon law.
• Claims procedure: [Details].
• Contact: [Contact Name and Information].

19. Dispute Resolution:

• Internal grievance procedures.
• Mediation.
• Arbitration per Oregon rules (excluding claims protected from forced arbitration under Oregon law).
• Jurisdiction and governing law: Oregon.

20. Severability and Non-Waiver:

• No clause will be interpreted to waive statutory rights under Oregon, federal, or local law.
• If any provision of this Agreement is held to be invalid or unenforceable, the remaining provisions will remain in full force and effect.

21. Acknowledgement of Policies:

• Employee acknowledges receipt of Oregon-specific HR policies and the employee handbook.

22. Entire Agreement: This Agreement constitutes the entire agreement between the parties and supersedes all prior discussions, negotiations, and agreements.

23. Signatures:

____________________________
[Employer Representative Name]
[Employer Representative Title]
[Employer Full Legal Name]

Date: _________________________

____________________________
[Employee Full Legal Name]

Date: _________________________

Option A:

Witness:____________________________
Witness Name: [Witness Name]

Date: _________________________

Option B:

State of Oregon, County of ____________________________

Signed and sworn to (or affirmed) before me on this _______ day of ___________, 20____, by _____________________________________________.

____________________________ (Seal, if any)
Signature of notary public
My commission expires: ____________________________