Pennsylvania HR assistant employment contract template
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How Pennsylvania HR assistant employment contract Differ from Other States
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Pennsylvania is an at-will employment state, but employers must adhere to state-specific exceptions regarding termination.
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Pennsylvania has unique wage and hour regulations, including minimum wage requirements and overtime rules distinct from some other states.
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State-specific anti-discrimination protections in Pennsylvania may extend beyond federal standards, requiring tailored contract provisions.
Frequently Asked Questions (FAQ)
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Q: Is a written employment contract required for HR assistants in Pennsylvania?
A: No, Pennsylvania does not legally require written contracts, but having one is highly recommended for clarity and protection.
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Q: Are non-compete clauses enforceable in Pennsylvania HR assistant contracts?
A: Yes, but non-compete clauses must be reasonable in duration, geography, and scope, and supported by adequate consideration.
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Q: Does Pennsylvania law mandate specific notice periods for termination?
A: No, there is no statutory requirement for advance notice before termination, except in cases of mass layoffs under federal law.
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Pennsylvania HR Assistant Employment Contract
This Pennsylvania HR Assistant Employment Contract (the "Agreement") is made and entered into as of [Date of Execution] by and between [Employer Legal Name], a [State of Incorporation] corporation with its principal place of business at [Employer Business Address, including city, state, and zip code in Pennsylvania] ("Employer"), and [Employee Full Name], residing at [Employee Full Address, including city, state, and zip code] ("Employee").
Position and Job Description
The Employer hereby employs the Employee as a Human Resources Assistant.
Option A: The Employee's primary responsibilities include, but are not limited to, the following:
- Providing HR administrative support specific to Pennsylvania HR practices.
- Assisting with employee onboarding, including Pennsylvania-specific paperwork.
- Maintaining employee records, complying with Pennsylvania Act 151 (Child Protective Services Law) if applicable.
- Coordinating benefits administration.
- Entering payroll data and generating reports relevant to Pennsylvania.
- Supporting FMLA/PFL administration.
- Coordinating workplace safety training and compliance tracking.
- Ensuring compliance with Pennsylvania Minimum Wage Act.
- Facilitating Pennsylvania mandated state and local employment notices.
- Coordinating with Pennsylvania Unemployment Compensation and Workers’ Compensation administration.
- Completing I-9 and E-Verify forms.
- Handling sensitive employee information.
- Acting as a first point of contact for HR queries.
Option B: [Alternative Job Description - Add specific details and PA-specific responsibilities]
Reporting Relationship and Workplace Conduct
Option A: The Employee will report directly to [Supervisor's Name and Title].
Option B: [Alternative reporting structure]
The Employee is expected to maintain the highest standards of workplace conduct and ethics.
Option A: The Employee will adhere to the Employer's Employee Handbook, which outlines specific workplace policies.
Option B: Conduct must be appropriate and comply with all applicable laws and regulations including Pennsylvania Human Relations Act.
Qualifications
Option A: The Employee represents and warrants that they possess the minimum education and experience to perform the duties of HR Assistant, including knowledge of Pennsylvania employment statutes and local EEO policies.
Option B: Minimum qualifications include: [Specify Education Level, Certifications (e.g., SHRM-CP)], and [Years of Experience].
Work Location and Remote Work Policy
Option A: The Employee's principal place of work will be at [Employer Business Address, including city, state, and zip code in Pennsylvania].
Option B: The Employee may be eligible for remote work as per the Employer's Remote Work Policy. All remote work activities must ensure secure access and storage of personnel records per Pennsylvania data privacy laws.
Option C: [Hybrid work arrangement details]
Employment Status and Work Hours
Option A: This is a full-time employment position. The standard work week is [Number] hours per week.
Option B: The work schedule is [Fixed Schedule or Flexible Schedule]. The employee must be on-site when required for sensitive HR tasks. Meal and rest periods will be provided in accordance with Pennsylvania labor law. All overtime pay requirements follow Pennsylvania and Federal FLSA rules.
Compensation
Option A: The Employee will be compensated at an annual salary of [Dollar Amount], payable [Frequency - e.g., bi-weekly].
Option B: The Employee will be compensated at an hourly rate of [Dollar Amount], payable [Frequency - e.g., bi-weekly].
Option C: The Employee [is/is not] eligible for overtime pay in accordance with Pennsylvania law.
Option D: The Employee may be eligible for HR-linked incentives such as [List Incentives - e.g., recruitment bonuses, certification allowance].
Benefits
Option A: The Employee will be eligible for the following benefits:
- Health, dental, and vision insurance.
- Paid vacation time: [Number] days per year.
- Paid sick leave: [Number] days per year (Note: Comply with Philadelphia or Pittsburgh sick leave ordinances, if applicable).
- Pennsylvania-recognized holidays.
- FMLA leave.
- Jury duty/military leave.
- Short-term disability.
Option B: The employer will provide ACA compliance, COBRA notices, and PA unemployment benefits outlines.
Confidentiality and Intellectual Property
The Employee agrees to hold confidential all confidential information of the Employer, including HR, payroll, and employee data.
Option A: This confidentiality obligation extends beyond the term of employment for a period of [Number] years.
Option B: The Employee will not disclose any confidential information to any third party without the Employer's prior written consent.
Option C: All intellectual property created by the Employee during the course of employment will be the sole property of the Employer.
Conflict of Interest and Compliance
Option A: The Employee agrees to avoid any conflict of interest during the term of employment, including outside HR consulting without advance written approval.
Option B: The Employee will comply with all Employer workplace policies and report any suspected harassment, discrimination, safety, or ethics violations.
Conduct Standards
Option A: The Employee agrees to maintain impartiality, demonstrate professionalism, support diversity and inclusion policies, and participate in required HR training.
Option B: Employee will comply strictly with Pennsylvania Human Relations Act provisions, including detailed anti-discrimination, harassment prevention, accommodation policies for disability, pregnancy, and religious practices, and whistleblower protections.
Termination
Option A: This is an at-will employment agreement, meaning that either party may terminate the employment relationship at any time, with or without cause or notice (unless Employer policy dictates otherwise).
Option B: In the event of termination, the Employee will be paid all wages owed in accordance with the Pennsylvania Wage Payment and Collection Law.
Option C: Upon termination, the Employee will return all company documents, devices, and access credentials.
Dispute Resolution
Option A: Any dispute arising out of or relating to this Agreement shall be resolved through [Mediation/Arbitration] in [County, Pennsylvania].
Option B: This Agreement shall be governed by and construed in accordance with the laws of the Commonwealth of Pennsylvania.
Workplace Safety
The Employee agrees to comply with all OSHA and Pennsylvania Department of Labor and Industry requirements regarding workplace safety.
Option A: The Employer will provide training on workplace safety and protocols for responding to workplace injuries.
Option B: The Employee will report any unsafe conditions to the Employer immediately.
Personnel Files
The Employee has the right to access and review their personnel file in accordance with Pennsylvania law.
Option A: The Employee may request copies of documents in their personnel file.
Option B: The Employee may submit a written statement to correct any inaccuracies in their personnel file.
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.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.
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[Employer Representative Name], [Employer Representative Title]
[Employer Legal Name]
____________________________
[Employee Full Name]