Washington HR assistant employment contract template

Washington HR Assistant Employment Contract

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

1. Employment

Option A: The Employer hereby employs the Employee as a full-time Human Resources Assistant.

Option B: The Employer hereby employs the Employee as a part-time Human Resources Assistant.

The Employee's part-time schedule will be [Days and Hours].

2. Job Title and Duties

The Employee's job title is Human Resources Assistant.

The Employee shall perform the following duties:

• Supporting recruitment processes, including posting jobs, screening applicants, scheduling interviews, and conducting reference checks.
• Onboarding new hires.
• Maintaining personnel records in compliance with Washington privacy and record retention laws.
• Assisting with benefits and payroll administration.
• Tracking leave and attendance under Washington's Paid Sick Leave and Paid Family and Medical Leave laws.
• Supporting employee relations and investigations under WLAD (Washington Law Against Discrimination) requirements.
• Organizing training sessions on mandatory workplace or harassment prevention topics.
• Handling confidential HR files per Washington's data protection statutes.
• Providing EEO and diversity reporting.
• Managing unemployment claims.
• Preparing HR reports and analytics.

3. Reporting Structure

The Employee will report directly to [Supervisor Name and Title].

The Employee is expected to communicate effectively with all departments within the organization.

4. Work Location

The Employee's primary work location is [Work Address], Washington.

Option A: The Employee will not be permitted to telecommute.

Option B: The Employee is permitted to telecommute [Number] days per week.

When telecommuting, the Employee must ensure the secure handling of sensitive data and use employer-provided equipment.

5. Employment Status and Work Hours

The Employee's employment is full-time.

The Employee's standard work hours are [Number] hours per week, from [Start Time] to [End Time], Monday through Friday.

Option A: Flexible scheduling is not permitted.

Option B: Flexible scheduling may be available with prior approval from [Supervisor Name].

Overtime will be paid in accordance with Washington's Minimum Wage Act (RCW 49.46).

The Employee is entitled to meal and rest breaks as required by Washington state law. If employed in Seattle or other localities with specific scheduling rules, those rules will apply.

6. Compensation

Option A: The Employee's base salary is [Salary Amount] per year, payable [Pay Frequency] via [Payment Method] (e.g., direct deposit, check).

Option B: The Employee's hourly rate is [Hourly Rate] per hour, payable [Pay Frequency] via [Payment Method] (e.g., direct deposit, check).

The Employee's compensation will be reviewed [Frequency] for potential adjustments based on performance and market conditions.

Option A: The Employee is eligible for a [Bonus Type] bonus based on [Performance Metrics].

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

7. Benefits

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

• Health, dental, and vision insurance.
• Employee Assistance Program (EAP).
• Paid vacation.
• Paid sick leave, accruing and carrying over as mandated by RCW 49.46.200–210.
• Paid Family and Medical Leave coverage as per Washington state law.
• Washington State holidays.
• Retirement plan with a vesting schedule of [Vesting Schedule].
• Option A: Commuter benefits.
• Option B: Reimbursement for professional HR certification/training, up to [Dollar Amount] per year, subject to approval.

8. Workers' Compensation and Unemployment Insurance

The Employee is covered by Washington workers' compensation insurance (RCW 51).

The Employee is covered by Washington unemployment insurance (RCW 50).

Option A: The Employer provides short-term disability coverage.

Option B: The Employer does not provide short-term disability coverage beyond state-mandated Paid Family and Medical Leave.

9. Confidentiality

The Employee agrees to maintain the confidentiality of all employee-related, financial, and business information of the Employer, in accordance with Washington trade secrets law (RCW 19.108) and applicable privacy laws.

The Employee will safeguard all personally identifiable information (PII) and comply with HIPAA regulations if handling medical files.

10. Nondiscrimination and Anti-Harassment

The Employer is an equal opportunity employer and does not discriminate based on race, sex, gender identity, sexual orientation, age, disability, creed, national origin, marital status, or any other category protected by Washington Law Against Discrimination (WLAD) and federal law.

The Employer maintains a strict anti-harassment policy. Employees can report complaints to [Reporting Channels].

11. Intellectual Property

All forms, templates, processes, or HR tools created by the Employee during their employment shall be the sole property of the Employer.

The Employee shall not upload company or employee data to unauthorized external platforms without written approval.

12. Performance Standards

The Employee is expected to maintain high standards of professionalism, impartiality, and ethical conduct in all HR-related activities.

The Employee is expected to safeguard sensitive data, apply policies fairly, and attend regular training on legal and ethical HR compliance.

13. Hiring Documentation and Background Checks

The Employee is required to use state-approved hiring documentation and forms (e.g., I-9, W-4).

The Employee is subject to a background check.

The Employee must comply with Seattle or local sick leave ordinances, if applicable.

14. At-Will Employment

The Employee's employment is at-will, meaning that either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice, subject to the notice period in [Section Number].

15. Termination

Option A: The Employee may resign by providing [Number] days' written notice to the Employer.

Option B: The Employer may terminate the Employee's employment at any time, with or without cause.

Upon termination, the Employee will receive their final pay no later than the next regularly scheduled payday, or as required by RCW 49.48.

The Employee will be paid out accrued vacation time, but sick leave payout is not required under Washington law unless the employer has a specific policy to that effect.

The Employee must return all Employer property upon termination.

The Employer will provide the Employee with information regarding COBRA and Washington continuation of coverage.

16. Post-Employment Obligations

The Employee shall continue to maintain the confidentiality of the Employer's confidential information after termination of employment.

The Employee shall return all Employer property upon termination of employment.

Option A: The Employee agrees not to solicit the Employer's employees or customers for a period of [Number] months following termination of employment. This clause is subject to the limitations on non-competes under RCW 49.62, and is enforceable only if the employee's earnings exceed the statutory threshold.

17. Dispute Resolution

The Employer and Employee agree to attempt to resolve any disputes arising out of or relating to this Agreement through good faith negotiation.

Option A: Any unresolved disputes shall be submitted to mediation in [City], Washington.

Option B: Any unresolved disputes shall be submitted to binding arbitration in [City], Washington.

This Agreement shall be governed by and construed in accordance with the laws of the State of Washington. The venue for any legal action shall be in [County] County, Washington.

18. Workplace Postings and Training

The Employer shall maintain all required workplace postings as required by Washington law.

The Employer will provide OSHA/L&I safe workplace training as required by law.

19. Talent Data Retention and Destruction

The Employer will retain and destroy talent data in accordance with Washington's requirements for personnel file maintenance and accessibility (RCW 49.12).

The Employee has the right to review their personnel file upon request.

20. Payroll Deductions and Tax Withholdings

The Employee's pay will be subject to mandatory payroll deductions and tax withholdings as required by law.

The Employee is responsible for making benefit elections.

21. Amendments

This Agreement may be amended only by a written instrument signed by both the Employer and the Employee.

22. Entire Agreement

This Agreement constitutes the entire agreement between the parties with respect to the subject matter hereof and supersedes all prior or contemporaneous communications and proposals, whether oral or written.

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

[Employer Legal Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

[Employee Full Legal Name]

Signature: ____________________________

Date: ____________________________