Vermont HR generalist employment contract template

Vermont HR Generalist Employment Agreement

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

* WHEREAS, Employer desires to employ Employee as an HR Generalist; and

* WHEREAS, Employee desires to accept such employment.

NOW, THEREFORE, in consideration of the mutual covenants contained herein, the parties agree as follows:

1. Employment

• Option A: Employer hereby employs Employee, and Employee hereby accepts employment with Employer, as a full-time HR Generalist.
• Option B: Employer agrees to offer the Employee a position of HR Generalist on a full-time basis, and the Employee hereby accepts that offer.

2. Job Title and Description

Employee's job title shall be HR Generalist. Employee’s duties shall include, but are not limited to, the following, with a focus on Vermont-specific considerations:

• Recruitment and Onboarding: Managing the full recruitment lifecycle, including posting positions, screening resumes, conducting interviews, coordinating background checks (following Vermont Fair Credit Reporting Act), and managing the onboarding process. Ensuring compliance with Vermont's equal opportunity laws.
• Benefits Administration: Administering employee benefit programs, including health, dental, vision, life, and disability insurance. Coordinating open enrollment, processing enrollments and terminations, and resolving employee benefits issues. Maintaining compliance with Vermont Family and Medical Leave Act (VFMLA) notice requirements.
• Compliance Coordination: Ensuring compliance with all applicable federal, state (Vermont), and local labor laws and regulations, including Vermont’s unique equal pay, family leave, and medical leave laws. Maintaining current knowledge of legal requirements and government reporting regulations affecting human resources functions and ensuring policies, procedures, and reporting are compliant.
• Payroll Support: Assisting with payroll processing, including reviewing timecards, calculating overtime, and processing deductions. Ensuring compliance with Vermont minimum wage and overtime statutes and required pay stub disclosures.
• Employee Records Maintenance: Maintaining accurate and up-to-date employee records in compliance with Vermont’s data privacy regulations.
• Policy Drafting: Developing, recommending, and implementing personnel policies and procedures, ensuring alignment with Vermont law and company culture.
• Performance Review Facilitation: Facilitating the performance review process, including providing training to managers and employees, and ensuring timely completion of reviews.
• Employee Relations: Addressing employee relations issues, conducting investigations (in accordance with Vermont FEPA), and providing guidance to managers and employees.
• Engagement Initiatives: Developing and implementing employee engagement initiatives, designed to foster a positive work environment that is conducive to productivity, high morale, and diversity, and is tailored to Vermont workplace culture.
• Workplace Investigations: Conducting workplace investigations under Vermont Fair Employment Practices Act (FEPA).
• Training Delivery: Delivering training programs on topics such as harassment prevention, diversity and inclusion, and performance management.
• Health and Safety Compliance: Overseeing health and safety compliance per Vermont Department of Labor.
• Employee Events: Organizing employee events.
• Diversity and Inclusion Initiatives: Supporting the employer's diversity and inclusion initiatives.

3. Reporting Structure

• Option A: Employee shall report directly to [Supervisor Title], [Supervisor Name].
• Option B: Employee shall report to the [Department Head Title].
• Option C: The employee will coordinate cross-departmentally with the following: [list departments].

4. Work Location

• Option A: Employee's primary work location shall be at Employer's facility located at [Employer Address] in Vermont.
• Option B: Employee's primary work location shall be at Employer's facility located at [Employer Address] in Vermont, subject to a hybrid work arrangement as outlined in the company's remote work policy. All remote work must comply with Vermont labor law and address expectations regarding secure handling of employee data under state privacy rules.
• Option C: A remote work environment where the employee works from home and adheres to [Employer]'s remote work policy.

5. Employment Status and Hours

Employee's employment status shall be full-time. Employee's normal work hours shall be [Number] hours per week.

• Option A: Overtime work may be required and shall be compensated in accordance with Vermont minimum wage and overtime statutes.
• Option B: Overtime is not anticipated.

Employee will receive meal/rest breaks in accordance with Vermont law. Timekeeping procedures will be detailed in the employee handbook. Employee is entitled to Vermont-mandated sick and family leave entitlements.

6. Compensation

• Option A: Employee's annual salary shall be [Dollar Amount], payable [Pay Frequency] via direct deposit. This salary is compliant with Vermont minimum wage requirements.
• Option B: Employee's hourly wage shall be [Dollar Amount], payable [Pay Frequency] via direct deposit. This wage is compliant with Vermont minimum wage requirements.

Employee may be eligible for bonuses, merit increases, or profit-sharing as determined by Employer's policies. Required pay stub disclosures will be provided as mandated by Vermont law.

7. Benefits

Employee shall be eligible to participate in Employer's benefit programs, subject to the terms and conditions of those programs, including, but not limited to:

• Vermont-mandated family and medical leave (VFMLA). Employee notice process will follow Vermont guidelines.
• Paid holidays (list holidays).
• Paid time off (PTO) accrual method and usage policy will be outlined in the employee handbook.
• Sick leave per Vermont law.
• Health, dental, and vision insurance (employer/employee premium share will be outlined in plan documents).
• Participation eligibility and company contributions to retirement plans (401(k) or state-mandated MEP if applicable).
• Unemployment insurance per Vermont law.
• Worker’s compensation coverage details will be provided upon request.

8. Confidential Information

Job-specific confidential information includes, but is not limited to, personnel files, salary and benefit data, business strategy, DEI metrics. Employee agrees to maintain the confidentiality of all confidential information acquired during employment and to adhere to data security protocols under Vermont privacy guidance. Employee acknowledges handling sensitive personal and medical info in compliance with state and federal law, including Vermont’s limits on access and data retention/destruction policies.

9. Required Legal Notices and Postings

Employee acknowledges receipt of required legal notices and postings, including, but not limited to, Vermont Parental and Family Leave Act, earned sick time rights, and FEPA poster.

10. Behavioral and Ethical Standards

Employee agrees to adhere to the highest behavioral and ethical standards for HR practitioners in Vermont, including compliance with the SHRM Code of Ethics, Vermont anti-bias and whistleblower laws, and mandatory reporting obligations relating to harassment, workplace violence, or retaliation under Vermont statutes.

11. Background Check

• Option A: Employment is contingent upon a satisfactory background check conducted in accordance with the Vermont Fair Credit Reporting Act, including written authorization and applicant disclosures.
• Option B: A background check is not required for this position.

12. Conflicts of Interest

Employee agrees to avoid conflicts of interest and to report any secondary employment restrictions or familial relationships or outside economic interests aligned with the Vermont Secretary of State’s guidance for HR professionals.

13. Intellectual Property

Employee agrees that all materials, policies, or training content drafted by Employee during employment are the intellectual property of Employer and are assigned to Employer, with carve-outs for professional development work.

14. Non-Disclosure

Employee agrees to maintain strict confidentiality regarding all internal investigations, compliance work, and sensitive data handled during employment, noting post-employment survival of obligations as required under Vermont law.

15. Non-Solicitation/Non-Compete

Employee understands that this agreement does not contain any non-solicitation or non-compete covenants, in compliance with Vermont’s strong public policy limiting such clauses.

16. At-Will Employment

Employee's employment with Employer is at-will, meaning that either Employer or Employee may terminate the employment relationship at any time, with or without cause or notice, subject to Vermont law and protected classes. This at-will status is within the boundaries of protected classes and all Vermont anti-discrimination requirements (e.g., no adverse action for protected activity—family leave use, complaint of discrimination, etc.). Vermont is an at-will employment state.

17. Anti-Harassment, Equal Opportunity, and Anti-Discrimination

Employer is an equal opportunity employer and does not discriminate on the basis of race, color, religion, national origin, sex, sexual orientation, gender identity, ancestry, place of birth, age, disability, or crime victim status, as protected by Vermont FEPA. Employer will provide a complaint and investigation procedure that complies with Vermont’s requirements.

18. Discipline and Termination

Employer reserves the right to discipline or terminate Employee's employment at any time, with or without cause, subject to Vermont law.

• Option A: Employer will follow a progressive discipline process.
• Option B: Employer will not adhere to a progressive discipline process.

Employee agrees to provide [Number] days' notice of voluntary resignation. Severance may be offered at Employer's discretion. Employee agrees to return all company equipment upon termination. Final pay will be provided in compliance with Vermont final pay rules.

19. Performance Reviews and Professional Development

Employee will participate in regular performance reviews and is eligible for professional development opportunities, such as SHRM or HRCI recertification support, Vermont Bar Association HR events, or other locally relevant training reimbursement, and equity/DEI professional development tied to Vermont policy trends.

20. Company Policies Acknowledgement

Employee agrees to adhere to all company policies, including the employee handbook and key Vermont-specific policy statements on equal pay and protected leave, and harassment prevention.

21. Dispute Resolution

Any disputes arising from this Agreement shall be resolved through progressive steps of internal review, mediation, and, if needed, binding arbitration or litigation in Vermont state courts. This Agreement shall be governed by and construed in accordance with the laws of the State of Vermont, and venue for any disputes shall be in Vermont.

22. Workplace Accommodations

Employer will provide workplace accommodations consistent with Vermont’s law on disability and pregnancy accommodations, spelling out specific employee and employer rights under state rules.

23. Amendments

This Agreement may be amended only by a written instrument signed by both parties. All terms are adjustable upon written agreement, and the agreement and all company policies are subject to change in strict compliance with Vermont law and timely written notice to the employee.

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

____________________________
[Employer Representative Name]

[Employer Representative Title]

[Employer Legal Name]

____________________________
[Employee Legal Name]