Washington assembler employment contract template

Washington Assembler Employment Contract

This Washington Assembler Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between:

• [Employer Name], a company organized under the laws of Washington, with its principal place of business at [Employer Address] (“Employer”), and
• [Employee Name], residing at [Employee Address] (“Employee”).

WHEREAS, Employer desires to employ Employee as an Assembler, and Employee desires to be so employed.

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

1. Employment

• The Employer hires the Employee as a full-time Assembler.

2. Job Description

• The Employee's job title is Assembler. The Employee’s duties include, but are not limited to:
• Interpreting work orders or blueprints.
• Selecting and collecting materials.
• Using specific tools and assembly techniques.
• Operating production machinery.
• Following assembly diagrams.
• Performing quality control inspections.
• Performing routine maintenance.
• Complying with safety protocols.
• Adhering to production quotas.
• Reporting defective materials or safety hazards.

3. Physical Requirements & Certifications

• The physical requirements of this position include:
• Option A: Heavy lifting (up to [Weight] lbs).
• Option B: Repetitive motion.
• Option C: Standing for extended periods.
• Required certifications/licenses:
• Option A: Forklift certification.
• Option B: [Specific Certification/License]
• Option C: None.

4. Reporting & Team Integration

• The Employee will report to:
• Option A: [Supervisor Name], Supervisor.
• Option B: [Production Manager Name], Production Manager.
• The Employee is expected to integrate within manufacturing/production lines by:
• Option A: Collaborating with team members on assembly tasks.
• Option B: Participating in team meetings and problem-solving sessions.
• Option C: Providing support to other team members as needed.

5. Worksite & Hours

• The primary worksite is located at [Worksite Address] in Washington.
• The Employee's shift is:
• Option A: Day shift ([Start Time] - [End Time]).
• Option B: Swing shift ([Start Time] - [End Time]).
• Option C: Night shift ([Start Time] - [End Time]).
• Standard full-time hours are [Number] hours per week.
• On-site presence is required.

6. Overtime

• Overtime eligibility:
• Option A: Eligible for overtime pay.
• Option B: Not eligible for overtime pay (exempt position).
• Overtime will be paid at a rate of one and one-half (1.5) times the Employee's regular rate of pay for all hours worked over 40 in a workweek, as required by Washington law.
• Double-time will be paid for hours worked over twelve (12) in a workday, or on the seventh consecutive day of work in a workweek, as required by Washington law.

7. Compensation

• The Employee will be paid:
• Option A: An hourly wage of [Dollar Amount] per hour. (No less than Washington State minimum wage).
• Option B: A salary of [Dollar Amount] per year.
• Pay period:
• Option A: Bi-weekly.
• Option B: Semi-monthly.
• Method of payment:
• Option A: Direct deposit.
• Option B: Check.
• Wage statements will be provided as required by RCW 49.48.080.

8. Bonuses & Incentives

• Bonuses:
• Option A: Eligible for an annual bonus based on performance metrics. Details are outlined in the Bonus Plan document.
• Option B: Not eligible for bonuses.
• Shift differentials:
• Option A: A shift differential of [Dollar Amount] per hour will be paid for working the [Shift Type] shift.
• Option B: No shift differential is provided.
• Hazard pay:
• Option A: Hazard pay of [Dollar Amount] per hour will be paid for performing duties under hazardous conditions, as determined by Employer.
• Option B: No hazard pay is provided.
• Production-based pay incentives:
• Option A: Production-based pay incentives are available based on meeting specific production goals. Details are outlined in the Production Incentive Plan document.
• Option B: No production-based pay incentives are provided.

9. Benefits

• Health insurance: [Health Insurance Plan Details]
• Dental insurance: [Dental Insurance Plan Details]
• Vision insurance: [Vision Insurance Plan Details]
• Paid sick leave: As per RCW 49.46.200–210.
• Paid time off/vacation: [Number] days per year.
• Holidays: [List of Paid Holidays]
• Family and Medical Leave: Complies with Washington Paid Family and Medical Leave Act.
• Retirement plan:
• Option A: 401(k) plan with [Matching Percentage] employer match.
• Option B: No retirement plan.
• Paid bereavement leave: [Number] days.
• Short-term disability: [Short-Term Disability Plan Details]
• Long-term disability: [Long-Term Disability Plan Details]

10. Workers' Compensation & Unemployment Insurance

• Workers’ Compensation: Coverage is provided through the Washington Department of Labor & Industries or self-insured (if applicable).
• Unemployment Insurance: Coverage is provided as required by Washington law.

11. Safety & Health

• Compliance with Washington Industrial Safety and Health Act (WISHA/RCW 49.17).
• Employer will provide necessary personal protective equipment (PPE).
• Role-specific safety training will be provided.
• Employee is responsible for reporting workplace injuries immediately.
• Emergency procedures are outlined in the company safety manual.

12. Drug & Alcohol Testing

• Drug and alcohol testing may be conducted in accordance with company policy and Washington law.
• Workplace searches may be conducted in accordance with company policy and applicable laws.

13. Background & Reference Checks

Employment is contingent upon satisfactory completion of background and reference checks.

14. Intellectual Property

• Any improvements to assembly procedures or tooling made by the employee during employment are the property of the Employer.
• Employee agrees to cooperate in signing assignment agreements as necessary.

15. Confidentiality

• Employee agrees to maintain the confidentiality of business processes, trade secrets, manufacturing methods, and proprietary data.
• Employee agrees to adhere to record-keeping expectations and restrictions on the use of company property outside the workplace.

16. Non-Competition (If Applicable)

• If Employee's annual earnings meet or exceed the current threshold under the Washington Noncompete Act (RCW 49.62) of [Current Dollar Amount], the following non-competition clause applies:
• During employment and for a period of no more than 18 months following termination of employment, Employee shall not engage in any business activities that directly compete with Employer within a [Specific Geographic Area].
• Non-Solicitation: Employee shall not solicit employees or customers of Employer for a period of [Number] months following termination of employment.
• Confidentiality obligations survive termination of employment.

17. Employment Status & Termination

• Employment is at-will, unless otherwise agreed in writing.
• Termination by Employer:
• Option A: With [Number] days written notice.
• Option B: For cause, without notice.
• Voluntary resignation by Employee:
• Option A: Requires [Number] days written notice.
• Final wage payment will be made within the timeframe required by RCW 49.48.
• Employee is responsible for returning all company property upon termination.

18. Anti-Discrimination & Equal Employment

• Employer is an equal opportunity employer and does not discriminate based on race, creed, color, national origin, sex, marital status, sexual orientation, gender identity, age, disability, veteran or military status, or any other protected category under Washington Law Against Discrimination (RCW 49.60).
• Workplace harassment prevention and reporting procedures are outlined in the company handbook.

19. Compliance

• Compliance with wage theft prevention (RCW 49.48.083).
• Compliance with anti-retaliation rules.
• Compliance with meal/rest break requirements as per RCW 49.12 and WAC 296-126-092, including record-keeping.
• Compliance with whistleblower protections.

20. Dispute Resolution

• Internal complaint procedures should be utilized first.
• Mediation is encouraged before litigation.
• Arbitration may be required as per company policy.
• Jurisdiction: Washington State courts.

21. Training & Onboarding

• Employee will receive safety orientation and role-specific technical instruction.
• Annual safety refreshers will be required.
• Evaluation period: [Number] days/months.
• Ongoing performance assessment/practical skills testing may be conducted.

22. Union Membership (If Applicable)

• Option A: Union membership is required as per the collective bargaining agreement with [Union Name].
• Option B: Union membership is not required.

23. Records Retention & Data Privacy

• Employer will retain employee records in accordance with applicable laws.
• Employee data will be handled in accordance with the company's privacy policy.

24. Acknowledgement

• Employee acknowledges receipt of and understands company policies.
• Employee has the right to receive a copy of this executed agreement.

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]