Texas HR generalist employment contract template

Texas HR Generalist Employment Contract

This Texas HR Generalist Employment Contract (the "Agreement") is made and entered into as of [Date] by and between [Employer Name], a [State] [Entity Type], with its principal place of business at [Employer Address] ("Employer"), and [Employee Name], residing at [Employee Address] ("Employee").

1. Position

• The Employer hereby employs Employee as a full-time HR Generalist.
• The Employee accepts such employment and agrees to perform faithfully and diligently the duties outlined below and any other duties assigned by the Employer from time to time.

2. Job Description

• Employee's responsibilities include, but are not limited to:
  • Employee Relations: Providing guidance and support to employees and managers on employee relations issues.
  • Recruitment: Managing the full recruitment lifecycle, from sourcing candidates to onboarding new hires.
  • Onboarding: Developing and implementing onboarding programs to ensure new hires are integrated into the company.
  • Benefits Administration: Administering employee benefits programs, including health insurance, retirement plans, and other benefits.
  • Payroll Processing Oversight: Overseeing payroll processing to ensure accuracy and compliance.
  • Compliance: Ensuring compliance with all federal and Texas-specific labor laws.
  • Policy Development and Enforcement: Developing, implementing, and enforcing HR policies and procedures.
  • Workplace Investigations: Conducting workplace investigations and resolving employee complaints.
  • Personnel Records: Maintaining accurate and up-to-date personnel records.
  • HRIS Management: Managing and maintaining the HRIS system.
  • Leave Administration: Administering leave programs, including FMLA and Texas-specific leave laws.
  • Compensation Benchmarking: Supporting compensation benchmarking activities.
  • Training: Facilitating employee training programs on compliance and anti-harassment.
  • Reporting: Reporting on workforce metrics to management.

3. Reporting

• The Employee will report directly to [Supervisor Title].
• Collaboration: The Employee will collaborate with the Payroll, Legal, and Finance departments.

4. Work Location

• The primary work location will be at [Work Location Address], located in Texas.
• Option A: Remote work is not permitted.
• Option B: The Employee may work remotely [Number] days per week, subject to Employer's Remote Work Policy.
• Option C: Hybrid work arrangement, as per company policy [Policy Name].
  • The Employer will provide the necessary equipment for remote work.
  • The Employee will ensure secure access to personnel data in compliance with Texas privacy and security requirements.

5. Employment Type and Hours

• This is a full-time employment position.
• The standard work week is [Number] hours per week.
• Option A: The Employee is not eligible for overtime pay.
• Option B: The Employee is eligible for overtime pay at a rate of 1.5 times their regular hourly rate for all hours worked over 40 in a workweek, in accordance with the FLSA.
• Breaks and Meal Periods: [Specify break and meal period policies. Example: The Employee is entitled to a 30-minute unpaid meal break and two 15-minute paid breaks per full workday.]
• Attendance: The Employee is expected to maintain regular and punctual attendance.

6. Compensation

• The Employee's base salary will be [Amount] per [Year/Month/Hour], payable [Frequency - e.g., bi-weekly].
• Pay Schedule: The Employee will be paid on [Day].
• Overtime: Overtime will be paid in accordance with the Fair Labor Standards Act (FLSA) and Texas law.
• Merit Increases/Annual Reviews: The Employee's performance will be reviewed [Frequency - e.g., annually], and the Employee may be eligible for merit increases based on performance.
• Option A: The Employee is eligible for a bonus of [Amount] based on [Criteria].
• Option B: The Employee is eligible to participate in the company's incentive plan, as described in the Incentive Plan document.
• Certification/Continuing Education Reimbursement: The Employer will reimburse the Employee for [Amount or Percentage] of the costs associated with obtaining or maintaining HR professional certifications (e.g., SHRM-CP, HRCI certifications) and related continuing education, subject to Employer’s approval and reimbursement policy.

7. Benefits

• The Employee is eligible for the following benefits:
  • Group Health Insurance: Eligibility begins on [Date].
  • Dental Insurance: Eligibility begins on [Date].
  • Vision Insurance: Eligibility begins on [Date].
  • Retirement Plan: The Employer will contribute [Percentage] to the Employee's retirement plan, as outlined in the plan document.
  • Paid Time Off (PTO): The Employee will accrue [Number] days of PTO per year.
  • Company Holidays: The Employee will be entitled to [Number] paid company holidays per year.
  • Bereavement Leave: The Employee is eligible for bereavement leave in accordance with company policy.
  • Parental/Military Leave: The Employee is eligible for parental and military leave in accordance with federal and Texas law.
  • Jury Duty and Voting Leave: The Employee is eligible for leave in accordance with Texas law.

8. Employee Records

• The Employer will maintain employee records in compliance with Texas and federal requirements, including the Texas Labor Code.
• The Employee has the right to access their personnel file in accordance with Texas law.

9. Intellectual Property and Confidentiality

• All HR policies, templates, training materials, and process improvements developed by the Employee during their employment are the property of the Employer.
• The Employee agrees to maintain the confidentiality of all employee and company information, including medical and financial data, both during and after employment, in accordance with the Texas Public Information Act where applicable.

10. Non-Disclosure Agreement

• The Employee agrees not to disclose any confidential information related to the Employer's business, employees, or clients to any third party.
• The Employee shall not share third-party or candidate information without due process.

11. Non-Compete and Non-Solicitation

• Option A: The Employee agrees not to compete with the Employer within a [Miles] mile radius of the Employer's principal place of business for a period of [Months] months following termination of employment, as permitted by the Texas Business and Commerce Code §15.50-52.
• Option B: The Employee agrees not to solicit the Employer's employees or clients for a period of [Months] months following termination of employment, as permitted by the Texas Business and Commerce Code §15.50-52.
• Consideration: [Specify consideration, if applicable].

12. Technology Use Policy

• The Employee will use the Employer's technology resources, including HRIS and payroll data, in accordance with the Employer's Technology Use Policy and Texas privacy laws.

13. Social Media and External Communication Policy

• The Employee will adhere to the Employer's Social Media and External Communication Policy, especially when representing the Employer in a public forum.

14. Conduct and Ethics

• The Employee will comply with all applicable anti-discrimination and anti-harassment laws, including Title VII and Texas Labor Code Chapter 21.
• The Employee will participate in mandatory training and reporting requirements.

15. Employee Complaint and Whistleblower Procedures

• The Employer has established employee complaint and whistleblower procedures in compliance with Texas law.
• The Employer protects good-faith reporting of violations.

16. Termination

• This is an at-will employment relationship, as permitted by Texas law.
• Voluntary Resignation: The Employee may resign at any time with [Number] days written notice to the Employer.
• Employer-Initiated Termination: The Employer may terminate the Employee's employment at any time, with or without cause, subject to applicable law.
• Return of Company Property: Upon termination, the Employee will return all company property.
• Confidentiality: The Employee's confidentiality obligations continue after termination.
• Final Paycheck: The Employee's final paycheck will be paid in accordance with the Texas Payday Law.
• Severance: [Specify if severance is offered, terms, and Texas Unemployment Compensation implications.]

17. Dispute Resolution

• The parties agree to attempt to resolve any disputes arising out of or relating to this Agreement through progressive steps, including internal resolution, mediation, or arbitration, before resorting to litigation.
• Texas law will govern the interpretation and enforcement of this Agreement.
• The venue for any legal action will be [County] County, Texas.

18. Texas-Specific Acknowledgements

• The Employer maintains workers' compensation insurance, if applicable, in compliance with Texas law.
• The Employee is required to provide employment eligibility verification (I-9).
• The Employer participates in E-Verify, if required.
• The Employer maintains required employment posters/notices under Texas law.

19. Record Production and Audits

• The Employer will maintain and produce records for state/federal audits.
• Procedures for official requests, subpoenas, or investigations regarding HR files will be followed.

20. Sensitive Investigations

• The Employee will handle sensitive investigations (e.g., harassment or retaliation claims) with impartiality and in compliance with Texas Department of Labor standards.

21. Continuing Education/Recertification

• The Employer supports participation in continuing education or recertification requirements for HR roles.
• The Employer may provide support for SHRM or HRCI credentials, as appropriate.

22. Modification of Duties, Policies, or Benefits

• The Employer reserves the right to modify job duties, policies, or benefits consistent with Texas law.
• The Employer will notify the Employee of any such changes.

23. Entire Agreement

• This Agreement constitutes the entire agreement between the parties and supersedes all prior agreements and understandings, whether written or oral.
• Any amendments to this Agreement must be in writing and signed by both parties.
• The Employee acknowledges receipt and understanding of all Employer handbooks and HR policies.

24. Optional Provisions

• Relocation Assistance: [Specify relocation assistance details, if applicable].
• Non-Disparagement: [Include non-disparagement clause, if applicable].
• Background Check/Drug Testing: The Employee's employment is contingent upon the successful completion of a background check and drug test, in accordance with Texas and federal law.

25. Mandatory Reporting Obligations

• The Employee acknowledges their mandatory reporting obligations for certain HR-related incidents under Texas law (such as wage theft or workplace safety concerns).

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]

Signature: ____________________________

Date: ____________________________