Rhode Island maintenance technician employment contract template

Rhode Island Full-Time Maintenance Technician Employment Contract

This Rhode Island Full-Time Maintenance Technician Employment Contract (the "Agreement") is made and entered into as of [Date], by and between:

• [Employer Name], a [State of Incorporation] corporation with its principal place of business at [Employer Address] ("Employer"), and
• [Employee Name], residing at [Employee Address] ("Employee").

1. Position

• Full-Time Maintenance Technician
• Job Description: The Employee will perform maintenance and repair duties at [Property/Location Description]. This includes, but is not limited to:
  • Daily facility/equipment inspection.
  • Preventive and corrective maintenance.
  • Troubleshooting electrical, plumbing, HVAC, flooring, and mechanical systems.
  • Routine repairs and emergency maintenance response.
  • Upkeep of building interiors/exteriors and grounds.
  • Use of specialized tools and equipment.
  • Compliance with manufacturer guidelines.
  • Coordination with vendors.
  • Accurate record-keeping of maintenance logs and work orders.
  • Adherence to OSHA and Rhode Island Department of Labor and Training (DLT) safety regulations.
  • Participation in mandatory safety trainings and certifications as required by state law.
  • Other duties as assigned.

2. Work Schedule

• Minimum Hours per Week: [Number] (Full-time defined as 30+ hours in Rhode Island)
• Regular Hours: [Start Time] to [End Time], [Days of the Week]
• Option A: On-Call Hours: [Days of the Week], [Time Frame]. Compensation for on-call availability: [Compensation Details]
• Option B: No on-call hours required.
• Overtime: Overtime will be paid at one and one-half (1.5) times the Employee's regular hourly rate for all hours worked in excess of 40 hours in a workweek, in accordance with Rhode Island law.
• Shift Work: [Description of Shift Work, if applicable]
• Rest and Meal Breaks: Employee is entitled to rest and meal breaks as mandated by Rhode Island law. [Specific Details of Break Policy]

3. Compensation

• Option A: Hourly Wage: $[Dollar Amount] per hour.
• Option B: Annual Salary: $[Dollar Amount] per year.
• Pay Cycle: [Weekly/Bi-weekly/Monthly]
• Payment Method: [Direct Deposit/Check]
• Shift Differentials: [Specify any shift differentials for evenings, weekends, or holidays]
• Performance Incentives: [Description of performance incentives, if any]
  • Example: Safety Bonus: $[Dollar Amount] for each quarter without a safety incident.
  • Example: Efficiency Bonus: $[Dollar Amount] for completing preventative maintenance tasks ahead of schedule.
• Eligibility for Bonuses: [Details of bonus eligibility, including criteria and payout schedule]

4. Benefits

• Mandatory Rhode Island TDI/TCI: Employer will provide Rhode Island Temporary Disability Insurance (TDI) and Temporary Caregiver Insurance (TCI) coverage as required by law.
• Workers' Compensation: Employer will provide workers' compensation coverage as required by law.
• Health Insurance: [Description of Health Insurance Plan]
• Dental Insurance: [Description of Dental Insurance Plan]
• Vision Insurance: [Description of Vision Insurance Plan]
• Paid Vacation Days: [Number] days per year, accrued according to company policy.
• Sick Leave: Accrued in accordance with the Rhode Island Healthy and Safe Families and Workplaces Act. [Specific details of sick leave accrual and usage]
• Paid Bereavement Leave: [Number] days for immediate family members.
• State and Federal Holidays: [List of observed holidays]
• Uniform/Tool Allowance: [Description of Uniform and Tool Policy, including provision, replacement, and maintenance]. Optionally: Reimbursement up to [Dollar Amount] annually for required tools.

5. Job-Related Expenses

• Reimbursement for travel between work sites at the IRS standard mileage rate.
• Reimbursement for required recertification fees for required licenses or certifications, up to [Dollar Amount] per year.

6. Licenses and Certifications

• Required Licenses/Certifications: [List of Required Licenses and Certifications, e.g., Rhode Island HVAC License, Electrical License, Plumbing License, Asbestos Certification, Lead Paint Certification]
• Employer Support for Training/Renewal: Employer will [Describe Support, e.g., pay for training, provide time off for training, reimburse renewal fees].

7. Workplace Injuries and Hazardous Conditions

• Employee must report any workplace injuries or hazardous conditions immediately to [Name/Title].
• Reporting and documentation will comply with Rhode Island DLT requirements.
• Return-to-Work/Light-Duty Policy: [Description of Return-to-Work and Light-Duty Policy]

8. Standards of Conduct

• Attendance: Punctual and regular attendance is required.
• Honesty in Maintenance Reporting: Accurate and truthful reporting of all maintenance activities is mandatory.
• Compliance with Equipment Safety Procedures: Strict adherence to all equipment safety procedures is required.
• Prohibition on Substance Use: Employee must comply with the Rhode Island Drug-Free Workplace Act.
• Adherence to Employer's Code of Conduct and Anti-Harassment Policies: Employee must comply with Employer's Code of Conduct and Anti-Harassment Policies.

9. Employee Use of Property

• Personal Tools: [Policy on Employee Use of Personal Tools]
  • Option A: Employees may use their own tools, but are responsible for their maintenance and safety.
  • Option B: Employees are prohibited from using personal tools.
• Company Vehicles: [Policy on Use of Company Vehicles, if applicable]
• Facility Keys and Security Codes: Employee will be provided with [List of Keys/Codes]. Employer reserves the right to inspect or reclaim all property upon termination of employment.

10. Reporting Structure

• Employee will report to [Name/Title].
• Expectations of Communication: [Description of Communication Expectations]

11. Confidentiality

• Employee agrees to maintain the confidentiality of building security information, access codes, tenant information, and company trade secrets.
• This confidentiality obligation survives termination of employment.

12. Intellectual Property

• [Description of Intellectual Property Ownership, if applicable]
  • Option A: Any custom systems or techniques developed during employment shall be the property of the Employer.
  • Option B: [Insert alternative clause or state N/A if not applicable].

13. Background Checks

• [Description of Background Check Policy, if applicable, in compliance with Rhode Island law, particularly for sensitive roles]
  • Option A: Subject to Rhode Island law, employment is contingent upon successful completion of a background check.
  • Option B: No background check will be conducted.

14. Secondary Employment

• [Policy on Secondary Employment or Outside Maintenance Work]
  • Option A: Employee agrees not to engage in any secondary employment or outside maintenance work that may conflict with Employer's interests or create a safety/availability risk.
  • Option B: Employee is permitted to engage in secondary employment, provided it does not interfere with their duties to the Employer.

15. Termination

• Employment is at-will, as permitted by Rhode Island law.
• Termination Procedures: [Description of Termination Procedures, including advance notice requirements per employee handbook or employer policy]
• Severance Pay: [Description of Severance Pay Policy, if any]
• Final Pay: Employee will receive all accrued wages and vacation time as required by Rhode Island law upon termination.
• Return of Property: Employee must return all Employer property upon termination.
• Exit Process: [Description of Exit Process, including debrief and access cutoff]

16. Equal Opportunity and Anti-Discrimination

• Employer is an equal opportunity employer and prohibits discrimination based on race, color, sex, sexual orientation, gender identity or expression, religion, national origin, age, disability, genetic information, or military status, as protected by Rhode Island law.
• Employer is committed to providing a harassment-free workplace.

17. Complaint Procedures and Whistleblower Protection

• Employee should report any unsafe conditions or discrimination to [Name/Title].
• Employee is protected from retaliation for reporting such issues under Rhode Island law.

18. Dispute Resolution

• The parties agree to attempt to resolve any disputes through internal complaint/grievance procedures.
• If internal resolution is unsuccessful, the parties agree to consider mediation.
• This Agreement shall be governed by and construed in accordance with the laws of the State of Rhode Island, and any legal action shall be brought in Rhode Island.

19. Compliance with Laws

• Employer will comply with all applicable state and municipal building codes, environmental regulations, and landlord-tenant maintenance provisions if applicable.

20. Mandatory Training

• Employee is required to participate in annual training for hazardous materials, lockout/tagout, fall protection, and other occupational hazards as required by Rhode Island and OSHA regulations.

21. Adjustment of Duties

• Employer reserves the right to adjust duties due to business needs, temporary re-assignment, and emergency response protocols. Call-back pay will be provided in accordance with [Company Policy]

22. Entire Agreement

• This Agreement constitutes the entire agreement between the parties and supersedes any prior oral or written agreements.

23. Governing Law

• This Agreement shall be governed by and construed in accordance with the laws of the State of Rhode Island.

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

____________________________
[Employer Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

____________________________
[Employee Name]