Rhode Island HR generalist employment contract template

Rhode Island HR Generalist Employment Contract

This Rhode Island HR Generalist Employment Contract (the “Agreement”) is made and entered into as of [Date] by and between [Employer Legal Name], a [Business Entity Type] organized and existing under the laws of Rhode Island, with its principal place of business at [Employer Registered Rhode Island Office Address] (the “Employer”), and [Employee Full Legal Name], residing at [Employee Full Address] (the “Employee”). Employer's authorized signatory is [Authorized Signatory Name], [Authorized Signatory Title].

Position

• The Employer hereby employs the Employee as a Human Resources Generalist.
• The Employee’s responsibilities include, but are not limited to:
  • Recruitment and onboarding of new employees.
  • Employee relations and conflict resolution.
  • Payroll and benefits administration.
  • HRIS data management.
  • Compliance with Rhode Island labor laws and federal regulations.
  • Support for diversity and inclusion initiatives.
  • Conducting internal investigations.
  • Training coordination.
  • Recordkeeping in accordance with R.I. General Laws § 28-6.5-1.
  • Serving as the first point of contact for HR-related inquiries.
  • Other duties as assigned.

Reporting Structure

• The Employee will report directly to [HR Supervisor Name], [HR Supervisor Title].
• Option A: The Employee will also have a dotted-line reporting relationship with [Department Head Name], [Department Head Title], of the [Department Name] department.
• Option B: The Employee will not have any dotted-line reporting relationships.
• The Employee is expected to collaborate effectively with all teams within the organization.

Work Location and Remote Work Policy

• The Employee's primary work location will be at the Employer's premises located at [Employer Registered Rhode Island Office Address] in Rhode Island.
• Option A: Remote Work Policy
  • The Employee may be eligible to work remotely according to the Employer’s remote work policy.
  • The Employee is expected to be present on-site for sensitive HR activities, including disciplinary actions, terminations, and confidential investigations.
  • The Employer will provide necessary equipment for remote work.
  • The Employer will [reimburse/not reimburse] for reasonable remote work expenses in compliance with state standards.
  • The Employee is responsible for maintaining data privacy and security while working remotely, in compliance with Rhode Island law.
• Option B: No Remote Work. The Employee is expected to work on-site full-time.

Employment Type and Work Hours

• The Employee's position is full-time.
• The standard workweek is [Number] hours per week.
• The Employee's work schedule is [Start Time] to [End Time], Monday through Friday.
• The Employee is entitled to a [Length of Time] minute meal period for shifts exceeding six hours, in accordance with R.I. Gen. Laws § 28-3-14. Additional break periods will be provided as per company policy and Rhode Island law.

Overtime Policy

• The Employee is [Exempt/Non-Exempt] from overtime pay under the Fair Labor Standards Act and Rhode Island law.
• If non-exempt, overtime will be paid at a rate of one and one-half (1.5) times the Employee’s regular rate of pay for all hours worked over forty (40) in a workweek, in compliance with Rhode Island labor standards.
• All overtime work must be pre-approved by [Manager Name].
• Accurate timekeeping is required for all employees.

Compensation

• The Employee's annual base salary is [Dollar Amount], payable [Pay Frequency: Biweekly/Semimonthly]. The hourly rate is [Dollar Amount] if applicable. Payments will comply with minimum wage and timely payment rules in Rhode Island.
• The wage payment method will be [Direct Deposit/Check].
• The Employee will be eligible for an annual merit increase based on performance, at the Employer's discretion.
• Option A: The Employee is eligible for a performance bonus, linked to HR KPIs, such as retention or compliance targets. Specifics regarding bonus structure will be outlined separately.
• Option B: The Employee is not eligible for a performance bonus.
• Option C: The Employee will receive a sign-on bonus of [Dollar Amount], payable [upon commencement of employment/according to specified schedule].
• Option D: The Employer will provide a stipend of [Dollar Amount] for HR certification fees.
• All payments will comply with minimum wage and timely payment rules in Rhode Island.

Benefits

• The Employee is eligible for the following benefits, subject to the terms and conditions of the applicable plan documents:
  • Group health, dental, and vision insurance, with eligibility waiting periods of [Number] days. Employer/employee contribution split details are available in the plan documents.
  • A qualified retirement plan option ([401(k)/403(b)]).
  • Short-term and long-term disability plans.
  • Life insurance.
  • Paid vacation: Accrual rates and carryover/forfeiture policy will be governed by employer policy and R.I. law.
  • Paid sick leave in accordance with the Rhode Island Healthy and Safe Families and Workplaces Act (R.I. Gen. Laws § 28-57-1 et seq.).
  • Holiday pay for recognized company holidays.
  • Option A: Additional paid/unpaid leave: bereavement, maternity/paternity, jury duty, military leave.
  • Option B: Tuition or HR certification reimbursement up to [Dollar Amount] per year.
  • Option C: Training/professional development allowance of [Dollar Amount] per year.
  • Employee Assistance Program (EAP) or wellness support.

Confidentiality

• The Employee will have access to confidential personnel records and other sensitive company information.
• The Employee must maintain strict confidentiality both during and after employment.
• This includes protected health information, payroll data, and sensitive disciplinary matters.
• The Employee's confidentiality obligations extend to all matters related to Employer’s employees, business, and operations.

Conflict of Interest

• The Employee must disclose any potential conflicts of interest.
• The Employee must avoid favoritism and recuse themselves from employment actions involving family or close friends.
• The Employee must act in the best interest of the Employer at all times.

Non-Disclosure

• The Employee agrees not to disclose any confidential company or employee information, trade secrets, proprietary HR process documentation, or sensitive compliance findings.
• This obligation survives the termination of employment.

Non-Competition/Non-Solicitation

• Considering the restrictions on non-compete clauses under Rhode Island law, the following applies:
• Option A: The Employee agrees not to solicit employees of the Employer for [Number] years following the termination of employment.
• Option B: The Employee agrees not to use or disclose confidential information to compete with the Employer.
• Option C: No non-competition or non-solicitation agreement is included in this contract.

Intellectual Property

• Any proprietary HR tools, training content, or process innovations developed by the Employee during employment are the property of the Employer.
• The Employee agrees to assign all rights to such materials to the Employer.

Professional Conduct

• The Employee must adhere to all federal and state anti-discrimination and anti-harassment laws.
• The Employee must consistently apply personnel policies.
• The Employee must report any suspected policy violations.
• The Employee must maintain high ethical standards in the HR function.

Required Credentials and Training

• Option A: The Employee must hold a [PHR/SHRM-CP/Other Certification] certification at the commencement of employment.
• Option B: The Employee is required to obtain a [PHR/SHRM-CP/Other Certification] certification within [Number] months of employment.
• The Employee must participate in ongoing continuing education or compliance training, including sexual harassment prevention training as mandated by R.I. law.

Compliance

• The Employee must ensure compliance with all state-mandated workplace posting requirements.
• The Employee must adhere to all EEO and affirmative action policies.
• The Employee must follow reasonable accommodation protocols under the Rhode Island Fair Employment Practices Act and the Americans with Disabilities Act.
• The Employee must participate in company-wide or HR-specific trainings.

At-Will Employment and Termination

• Unless otherwise agreed, employment is at-will, meaning either party may terminate the employment relationship at any time, with or without cause or notice.
• Option A: The Employee is required to provide [Number] weeks' notice of resignation.
• Option B: The Employer may terminate the Employee for cause or without cause.
• Upon termination, the Employee must participate in an exit interview and return all company property.
• The Employer will issue a final paycheck in accordance with R.I. Gen. Laws § 28-14-4.
• Records will be retained/destroyed in accordance with R.I. statutes.

Dispute Resolution

• Any disputes arising out of or related to this Agreement will be resolved through internal complaint resolution, mediation, and, if necessary, arbitration or litigation in Rhode Island courts.
• The venue for any legal action will be in [City, Rhode Island].
• Rhode Island law will govern the interpretation and enforcement of this Agreement.

Workers' Compensation

• The Employer will provide workers' compensation insurance as required by Rhode Island law.
• The Employee must adhere to safety/OSHA compliance protocols.
• The Employee must report any workplace injuries or unsafe conditions.

Equal Employment Opportunity

• The Employer is an Equal Opportunity Employer and prohibits discrimination and harassment based on race, color, religion, sex, pregnancy, national origin, age, disability, veteran status, sexual orientation, gender identity/expression, or any other protected characteristic under Rhode Island or federal law.
• The Employer adheres to detailed procedures for handling protected complaints.
• The Employer supports diversity, equity, and inclusion initiatives.
• Reporting channels are available for ethical or legal concerns.

Federal and State Compliance

• The Employee is responsible for complying with I-9 verification and E-Verify requirements (if applicable).
• The Employee must retain employment eligibility records per federal and state regulations.

Background Checks and Reference Verifications

• Employment is contingent upon successful completion of background checks and reference verifications.
• The Employee must provide required disclosures and comply with Rhode Island’s laws on background check timing (“ban the box” and Fair Employment Practices Act requirements).

Employee Handbook

• The Employer's Employee Handbook and all policy documents are incorporated by reference.
• Updates to these documents will be distributed in accordance with Rhode Island best practices.

Amendment and Severability

• Any changes to this Agreement must be in writing and signed by both parties.
• If any provision of this Agreement is found to be invalid or unenforceable, the remaining provisions will remain in full force and effect.

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

____________________________
[Employer Legal Name]
By: [Authorized Signatory Name]
Title: [Authorized Signatory Title]

____________________________
[Employee Full Legal Name]