Rhode Island technical support engineer employment contract template

Rhode Island Technical Support Engineer Employment Contract

This Rhode Island Technical Support Engineer Employment Contract (the "Agreement") is made and entered into as of [Date], by and between [Employer Name], a [State] corporation with its principal place of business at [Employer Address] ("Employer"), and [Employee Name], residing at [Employee Address] ("Employee").

1. Employment:

• Option A: Employer hereby employs Employee as a full-time Technical Support Engineer, and Employee hereby accepts such employment, subject to the terms and conditions hereinafter set forth.
• Option B: Employee’s employment will commence on [Start Date].

2. Position and Duties:

• Option A: The Employee’s position is Technical Support Engineer.
• Option B: Employee's duties shall include, but not be limited to:
  • Troubleshooting hardware, software, and network issues.
  • Installation and configuration of systems.
  • Providing end-user technical assistance.
  • Documenting support requests and resolutions in a ticketing system.
  • Maintaining the ticketing system.
  • Following escalation protocols.
  • Participating in on-call or after-hours support rotations.
  • Managing remote desktop connections.
  • Adhering to Service Level Agreements (SLAs).
  • Performing root cause analysis.
  • Deploying patches and updates.
  • Interacting with customers in a professional manner.
  • Participating in regular training on new systems and security threats.
  • Complying with all applicable Rhode Island and federal data privacy laws (e.g., HIPAA, GLBA, if applicable).

3. Technical Competencies:

• Option A: Employee must possess the following technical competencies:
  • Proficiency with Windows, macOS, and Linux operating systems.
  • Strong understanding of network concepts (TCP/IP, DNS, DHCP).
  • Experience with help desk software (e.g., [Help Desk Software Name]).
  • Familiarity with scripting or automation tools (e.g., PowerShell, Python).
  • Possession of industry certifications (e.g., CompTIA A+, Network+, Microsoft/Apple/Google certifications).
• Option B: Maintain industry certifications relevant to current duties.

4. IT Security:

• Option A: Employee shall strictly adhere to Employer’s IT security procedures, remote support protocols, sensitive data handling guidelines, and incident response escalation chains.
• Option B: Employee must complete security training within [Number] days of hire.

5. Work Location:

• Option A: Employee’s primary work location will be [Work Location Address], Rhode Island.
• Option B:
  • Employee may be required to work from home or at customer sites within Rhode Island.
  • Employer will provide necessary remote work resources (e.g., laptop, software).
  • Employer will reimburse Employee for reasonable phone/internet expenses, subject to Employer’s policy.
  • Employee agrees to comply with Rhode Island labor rules regarding remote monitoring and privacy.

6. Employment Status and Hours:

• Option A: Employee's employment is full-time.
• Option B:
  • Employee's regular work schedule is [Start Time] to [End Time], [Days of the Week].
  • Employee will work a minimum of [Number] hours per week.
  • Employee is entitled to meal and rest periods as required by Rhode Island law.
  • Overtime will be compensated at a rate of 1.5 times the regular hourly rate for hours worked over 40 in a workweek, as required by Rhode Island law.
  • Non-exempt employees must accurately document all hours worked.

7. Compensation:

• Option A: Employee's annual salary is [Dollar Amount], payable [Payment Frequency].
• Option B: Employee’s hourly wage is [Dollar Amount], payable [Payment Frequency].
• Option C: Overtime will be calculated in accordance with Rhode Island law.
• Option D: Employee will receive additional pay or compensatory time for on-call, after-hours, or holiday work, as per Employer's policy.
• Option E: Employee may be eligible for variable compensation, such as productivity bonuses or customer satisfaction incentives, as determined by Employer.
• Option F: All pay errors must be reported to the employer within [Number] days of the pay date.

8. Benefits:

• Option A: Employee will be eligible for the following benefits, subject to the terms and conditions of Employer’s benefit plans:
  • Health, dental, and vision insurance.
  • Long-term and short-term disability coverage, as per the Rhode Island Temporary Disability Insurance/Security Act.
  • Paid vacation and sick leave, in compliance with the Rhode Island Healthy and Safe Families and Workplaces Act.
  • Paid holidays.
  • 401(k) or pension plan, with Employer contributions as per plan documents.
  • Tuition or certification reimbursement (subject to Employer policy).
  • Opportunities for technical training or conference attendance (subject to Employer approval).
• Option B: Eligibility, enrollment, and adjustment conditions for all benefits are governed by Employer's benefit plan documents.

9. Intellectual Property:

• Option A: All technical solutions, scripts, documentation, knowledge base articles, or inventions created by Employee during the term of employment shall be the sole and exclusive property of Employer.
• Option B: Employee agrees to assign all rights, title, and interest in such intellectual property to Employer.

10. Confidentiality and Data Security:

• Option A: Employee acknowledges that they will have access to sensitive customer and company data and agrees to maintain the confidentiality of such data.
• Option B: Employee shall comply with the Rhode Island Identity Theft Protection Act and all other applicable privacy regulations.
• Option C: Employee is prohibited from unauthorized copying, disclosure, or transfer of company data, credentials, software, or support tools.
• Option D: Upon termination of employment, Employee shall immediately return all company data, credentials, software, and support tools.

11. Behavioral Requirements:

• Option A: Employee shall comply with all Employer and client workplace policies, customer interaction guidelines, and professional conduct standards.
• Option B: Employee shall follow established escalation procedures for unresolved issues.
• Option C: Employee shall not engage in any outside tech-related employment or projects that could pose a conflict of interest with Employer.

12. Restrictive Covenants:

• Option A: Employee agrees not to solicit Employer’s clients or employees for a period of [Number] months following termination of employment. This provision is narrowly tailored and compliant with Rhode Island law.
• Option B: Employee shall not disclose any confidential information of Employer to any third party, at any time.

13. At-Will Employment and Termination:

• Option A: Employee's employment is at-will, meaning that either Employer or Employee may terminate the employment relationship at any time, with or without cause, subject to the provisions below.
• Option B:
  • Upon termination, Employer shall pay Employee all wages due within the timeframe required by Rhode Island law (typically the next regular payday).
  • Employer will provide written notice of termination or layoff, if required by company policy.
  • Employer will conduct an exit interview with Employee.
  • Employee shall return all company property upon termination.
  • Termination shall not be exercised for any discriminatory, retaliatory, or otherwise unlawful reason under the Rhode Island Fair Employment Practices Act.

14. Dispute Resolution:

• Option A: Any dispute arising out of or relating to this Agreement shall be resolved through good-faith internal escalation and mediation, in accordance with Rhode Island practices.
• Option B: The exclusive jurisdiction and governing law for any legal action relating to this Agreement shall be the State of Rhode Island.
• Option C: [Specify whether arbitration is binding or non-binding].

15. Equal Opportunity and Anti-Discrimination:

• Option A: Employer is an equal opportunity employer and prohibits discrimination based on race, gender, religion, sexual orientation, gender identity, age, disability, military status, domestic violence victim status, or any other protected category under Rhode Island law.
• Option B: Employer has internal complaint and investigation procedures for addressing discrimination or harassment complaints.

16. Workers’ Compensation:

• Option A: Employer maintains workers’ compensation insurance coverage as required by Rhode Island law.
• Option B: Employer has safety and mental health support policies available to employees.

17. Monitoring:

• Option A: Employer may monitor and record employee support activities (calls, emails, tickets, remote sessions), subject to applicable Rhode Island wiretap/privacy statutes.
• Option B: Employee will be notified of any such monitoring.

18. Optional/Adjustable Elements:

• Option A: Employee shall serve a probationary period of [Number] days.
• Option B: Employee is eligible for role-specific incentives as detailed in Exhibit A.
• Option C: Employee may be required to travel to customer locations within Rhode Island.
• Option D: Employer will provide future training, advancement, or cross-training opportunities as mutually agreed upon.

19. Mandatory Notices and Disclosures:

• Option A: Employee acknowledges receipt of written notice of their pay rate, regular payday, and paid leave benefits, as required by Rhode Island law.
• Option B: Employee has been informed of their right to be free from retaliation for exercising statutory rights.

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]

[Employee Signature]

[Employee Printed Name]