Tennessee HR generalist employment contract template

Tennessee HR Generalist Employment Contract

This Full-Time HR Generalist Employment Contract ("Agreement") is made and entered into as of [Date] by and between [Company Name], a [State of Incorporation] corporation with its principal place of business at [Company Address] ("Employer"), and [Employee Name], residing at [Employee Address] ("Employee").

1. Position

Option A: HR Generalist. Employee is hired as a Full-Time HR Generalist.

Option B: HR Business Partner. Employee is hired as a Full-Time HR Business Partner.

The Employee's primary duties include, but are not limited to: employee relations, policy implementation, recruitment, onboarding, orientation, benefits administration, performance management support, compensation benchmarking, employee recordkeeping, HRIS management, compliance with employment laws, training and development coordination, workplace investigations, exit interviews, and EEO compliance. Employee will handle confidential employee information, respond to regulatory inquiries (such as EEOC and state-specific agencies), maintain up-to-date knowledge of federal and Tennessee labor laws, and support occupational safety and workers’ compensation matters. Employee is expected to participate in key HR-related meetings (e.g., disciplinary, termination, benefits enrollment), policy revision processes, and inter-departmental compliance initiatives.

2. Reporting Relationship

Option A: The Employee shall report directly to the [HR Manager Name], HR Manager.

Option B: The Employee shall report directly to the [HR Director Name], HR Director.

Employee will engage in cross-functional collaboration and professional conduct, maintaining neutrality in investigations and conflict resolution.

3. Location

Option A: The Employee's primary work location will be [City, TN].

Option B: The Employee's primary work location will be [Remote].

Any travel, hybrid, or remote work arrangements are governed by Employer’s policies, including data privacy measures.

4. Employment Classification and Hours

The Employee is classified as a full-time employee. The regular work schedule is [Number] hours per week.

Option A: Core business hours are [Start Time] to [End Time], Monday through Friday.

Option B: Flexible scheduling may be available subject to management approval.

Employee will adhere to mandatory meal/rest breaks as required by Tennessee law and will accurately record time worked using Employer's timekeeping system. Overtime will be paid for non-exempt employees in accordance with the FLSA. Working off-the-clock is prohibited.

5. Compensation

Option A: The Employee’s annual salary is [Salary Amount], payable [Pay Frequency] (at least monthly per Tennessee law).

Option B: The Employee’s hourly wage is [Hourly Rate], payable [Pay Frequency] (at least monthly per Tennessee law).

Option A: The Employee is classified as exempt from overtime under the FLSA.

Option B: The Employee is classified as non-exempt from overtime under the FLSA and will be paid overtime at a rate of 1.5 times their regular rate for all hours worked over 40 in a workweek.

Option A: The Employee is eligible for a performance bonus based on the achievement of [HR Objectives].

Option B: The Employee is not eligible for a performance bonus.

6. Benefits

Employee will be eligible for the following benefits, subject to the terms and conditions of the applicable benefit plans:

• Health insurance
• Dental insurance
• Vision insurance
• Life insurance
• Retirement plan ([401(k) or other plan])
• Paid Time Off (PTO)
• Paid/unpaid leave categories as per Employer policy and Tennessee law (jury duty, voting leave).

Eligibility for benefits is subject to change per Employer policy and Tennessee insurance regulations. Employee Assistance Programs (EAP) and tuition reimbursement may be available.

7. HR Documentation Ownership

All HR documentation, forms, and templates created during the course of employment are the property of the Employer. Employee is responsible for the responsible use of third-party HR technologies and must obtain approval before sharing proprietary HR resources.

8. Confidentiality

Employee shall maintain the confidentiality of all sensitive employee and organizational data, adhering to Tennessee’s Personal and Commercial Computer Act and data breach notification laws.

Option A: Confidentiality obligations survive termination of employment.

Option B: Confidentiality obligations survive termination of employment for a period of [Number] years.

Employee is prohibited from unauthorized disclosure of employee, applicant, or company information.

9. Outside Activities

Employee may not engage in external HR consulting or activities resulting in inappropriate dual relationships or conflicts of interest without prior written consent from Employer.

10. Conflict of Interest

Employee must avoid managing personal relationships, self-directed benefit changes, or participating in decisions where impartiality may be compromised.

11. Professional Conduct

Employee shall adhere to anti-harassment/anti-discrimination policies, maintain respectful communication, uphold objective and fair investigation procedures, and support diversity and inclusion initiatives.

12. Training

Employee is required to complete training on workplace safety (per Tennessee Occupational Safety and Health Act), harassment prevention, and periodic legal compliance updates.

13. Technology and Equipment Use

Employee shall comply with IT security protocols when using Employer-provided technology and equipment, including those for handling confidential personnel and benefits data.

14. Restrictive Covenants

Option A: (Non-Solicitation Only) Employee agrees not to solicit employees or customers of Employer for a period of [Number] years following termination of employment.

Option B: (Non-Compete) Employee agrees not to work for a competitor of Employer within [Geographic Area] for a period of [Number] years following termination of employment, as this would be detrimental to Employer's legitimate business interests given Employee's access to sensitive strategic and financial information.

Any non-compete provisions are intended to comply with Tennessee law and are reasonable in geographic and temporal scope.

15. At-Will Employment

Employment with Employer is at-will. This means that either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice, subject to any applicable written agreement.

16. Termination

Option A: (No Notice Requirement) No notice is required for termination by either party.

Option B: (Notice Required) Either party must provide [Number] days written notice of termination.

Upon termination, the Employee’s final paycheck will be issued in accordance with Tennessee law (by the next regular payday). Employee shall return all company property, including physical and electronic HR records. Confidentiality and non-disparagement obligations survive termination.

Grounds for immediate termination include gross misconduct in handling confidential HR matters or breach of compliance duties.

17. Grievance Procedure

Employer maintains internal grievance and whistleblower procedures. Disputes will be resolved through in-house HR-driven resolution, mediation, or arbitration (if required by Employer policy). The governing law is the law of the State of Tennessee and jurisdiction will be in [County] County, Tennessee.

18. Equal Opportunity Employment

Employer complies with Tennessee workers’ compensation law and is an equal opportunity employer, prohibiting discrimination based on federal and Tennessee-protected classes.

19. Documentation and Reporting

Employee will adhere to documentation and reporting standards for all HR file updates and disciplinary records, in line with Tennessee’s personnel file access requirements and EEOC recordkeeping rules.

Mandatory reporting to management or authorities is required in the event of workplace injuries, suspected harassment, or other legally reportable incidents.

20. Policy Acknowledgment

Employee acknowledges the obligation to uphold all applicable company, federal, and Tennessee state HR policies and to undergo regular legal and ethical compliance training.

21. Policy Amendments

Employer reserves the right to amend policies and procedures in response to changes in Tennessee or federal law, with appropriate notice to Employee.

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

____________________________

[Company Name]

By: [Name of Authorized Representative]

Title: [Title of Authorized Representative]

Date: [Date]

____________________________

[Employee Name]

Date: [Date]