Rhode Island receptionist employment contract template

Rhode Island Full-Time Receptionist Employment Agreement

This Full-Time Receptionist Employment Agreement (the “Agreement”) is made and entered into as of [Date], by and between [Employer Name], located at [Employer Address] (“Employer”), and [Employee Name], residing at [Employee Address] (“Employee”).

1. Position:

• The Employer hereby employs the Employee as a Full-Time Receptionist.
• The Employee accepts such employment and agrees to perform the duties described below.

2. Job Duties and Responsibilities:

• The Employee’s primary duties will include, but are not limited to:
  • Greeting visitors and directing them appropriately.
  • Managing incoming phone calls and routing them to the correct extension.
  • Scheduling appointments and managing calendars.
  • Maintaining a visitor log.
  • Distributing incoming and outgoing mail and packages.
  • Providing general administrative support.
  • Managing front desk security procedures.
  • Maintaining a professional appearance and demeanor.
  • Complying with Employer’s protocols for confidential information.
  • Maintaining visitor confidentiality according to privacy protocols.
  • Participating in front-desk safety and emergency response drills.
• The Employee will be required to use the following tools and technology:
  • Multi-line phone systems.
  • Intercoms.
  • Visitor management software.
  • Digital calendars (e.g., Google Calendar, Outlook).
  • Email systems.
  • Photocopiers.

3. Work Location:

• The Employee’s primary work location will be at the Employer’s office located at [Rhode Island Address].
• Option A: The Employee is expected to be present at the front desk during all scheduled work hours.
• Option B: Leaving the desk unattended is only permitted for scheduled breaks or with prior authorization from [Supervisor Title]. Coverage procedures will be followed.
• Option C: Remote reception coverage or telephony protocols are [Applicable/Not Applicable]. If applicable, see addendum [Addendum Name].

4. Employment Status and Work Schedule:

• The Employee's employment status is Full-Time.
• The Employee's work schedule will be [Number] hours per week, consisting of [Schedule, e.g., Monday-Friday, 9:00 AM - 5:00 PM].
• The Employee is entitled to a [Length of Break] minute break after [Number] hours of work, pursuant to Rhode Island law.
• Employer's timekeeping requirements: [Describe requirements, e.g., punch in/out, timesheet submission].

5. Compensation:

• The Employee will be paid at a rate of [Dollar Amount] per [Hour/Year], payable [Frequency, e.g., bi-weekly].
• Payment method will be [Method, e.g., direct deposit, check].
• Overtime pay will be provided at a rate of one and one-half times the Employee’s regular rate of pay for all hours worked over 40 in a workweek, in accordance with the Fair Labor Standards Act (FLSA) and Rhode Island law.

6. Benefits:

• The Employee is eligible for Paid Sick Leave according to the Rhode Island Healthy and Safe Families and Workplaces Act (RI Gen. Laws § 28-57-1 et seq.). Accrual details are outlined in the employee handbook.
• Option A: The Employee is eligible for [Number] days of paid vacation/PTO per year.
• Option B: The Employee is not eligible for paid vacation/PTO.
• The Employee is entitled to the following Rhode Island state holidays: [List Holidays].
• Option A: The Employee is eligible for health insurance coverage under the Employer’s plan, subject to the terms and conditions of the plan.
• Option B: The Employee is not eligible for health insurance coverage.
• Option A: The Employee is eligible to participate in the Employer's [Retirement Plan, e.g., 401(k)] plan, subject to the terms and conditions of the plan.
• Option B: The Employee is not eligible to participate in the Employer’s retirement plan.
• Option A: The Employer will provide a [Uniform/Appearance Reimbursement/Parking Benefit, specify details].
• Option B: The Employer will not provide a uniform or appearance reimbursement or parking benefit.

7. Probationary Period:

• Option A: The Employee will be subject to a probationary period of [Number] days.
• Option B: There is no probationary period.
• Required onboarding and training will cover front desk systems, receptionist etiquette, anti-harassment, safety, and reasonable accommodation procedures.

8. Reporting Structure and Performance Reviews:

• The Employee will report directly to [Supervisor Name and Title].
• The backup protocol for escalations is [Describe Protocol].
• The Employee will receive performance reviews [Frequency, e.g., annually, semi-annually].

9. Confidentiality:

• The Employee agrees to hold all confidential information belonging to the Employer in strict confidence, including but not limited to customer lists, pricing information, and business strategies.
• This obligation survives the termination of employment. It specifically includes confidentiality of visitor records, calendars, and communications.

10. Workplace Safety and Conduct:

• The Employee will follow all workplace safety procedures, emergency evacuation duties, visitor safety policies, and building access/security protocols, and comply with the Rhode Island Right-to-Know Law.
• The Employee is responsible for maintaining and securing keys, badges, and confidential documentation handled at reception.
• Personal phone use, use of computers, and internet or email for personal business at the front desk are subject to the following policy: [Describe Policy].

11. Dress Code:

The Employee is required to adhere to the following dress code: [Describe Dress Code].

12. Anti-Discrimination/Harassment Policy:

• The Employer is an equal opportunity employer and prohibits discrimination and harassment based on race, color, sex, pregnancy, sexual orientation, gender identity, age, disability, religion, national origin, veteran status, or any other protected characteristic under Rhode Island law.
• Employees may report inappropriate behavior to [Contact Person/Department].

13. Post-Employment Restrictions:

• Option A: The Employee agrees to the following post-employment restrictions: [Describe Restrictions, ensuring compliance with Rhode Island law, referencing RI Public Laws 2020.29-S 2095. Only include if strictly necessary and reviewed for Rhode Island compliance].
• Option B: There are no post-employment restrictions beyond confidentiality obligations.

14. Termination:

• The Employee may resign from employment by providing the Employer with [Number] days’ written notice.
• The Employer may terminate the Employee’s employment at any time, with or without cause, subject to applicable law.
• Upon termination, the Employee will return all Employer property, including keys, badges, and documents.
• Final pay will be provided in accordance with Rhode Island law (RI Gen. Laws § 28-14-4).

15. Compliance with Laws:

• The Employer complies with Rhode Island’s Workers’ Compensation law and provides unemployment insurance coverage.
• Required workplace notices, such as those on minimum wage and workplace rights, are posted in a conspicuous location.

16. Dispute Resolution:

• Any disputes arising out of or relating to this Agreement shall be resolved first through internal resolution, then through mediation or arbitration if agreed upon by both parties.
• This Agreement shall be governed by and construed in accordance with the laws of the State of Rhode Island. Venue for any disputes will be in Rhode Island.

17. Unauthorized Use of Information:

The Employee is prohibited from unauthorized personal use or distribution of company information and must report any front desk security breaches or suspicious incidents per company and legal requirements.

18. Acknowledgment:

The Employee acknowledges receipt and understanding of the Employer’s employee handbook and any front desk-specific operating manuals.

19. Additional Provisions:

• All terms of this agreement are subject to adjustments for tailoring to the employer's workplace and the receptionist's actual day-to-day duties.
• The Employee attests under penalty of perjury to authorization to work in the U.S., with proper documentation verified through E-Verify or I-9 process.

20. Industry Specific Regulations:

• Option A: Because the Employer is a [Industry, e.g., healthcare facility], additional regulations regarding [Regulations, e.g., HIPAA] apply and are detailed in [Document Name].
• Option B: No industry specific regulations apply to this employment agreement.

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

____________________________

[Employer Name]

____________________________

[Employee Name]