Washington HR generalist employment contract template

Washington HR Generalist Employment Contract

This is a Washington Full-Time HR Generalist Employment Agreement.

Effective Date: [Date]

Employer: [Employer Full Legal Name], located at [Employer Address]

Employee: [Employee Full Legal Name], residing at [Employee Address]

1. Position

HR Generalist

Job Description: Responsible for recruiting and onboarding, benefits and leave administration, employee relations, compliance with federal and Washington employment laws (including Washington Paid Family and Medical Leave, Washington Paid Sick Leave, and Washington minimum wage requirements), handling I-9 documentation, managing personnel files in compliance with local privacy regulations, conducting workplace investigations consistent with Washington standards, organizing and delivering employee training (including mandatory anti-harassment and workplace safety), HR policy development and implementation, assisting with payroll processes as required by Washington law (including overtime calculations, meal and rest breaks, and prevailing wage requirements where applicable), and support for diversity, equity, and inclusion initiatives tailored to Washington’s legal environment.

Reporting Structure: Reports directly to [Supervisor Name]. Primary contact for labor law updates and compliance issues: [Leadership Contact Name]. Role in internal investigations and disciplinary processes: [Role Description].

2. Work Location and Remote Work

Primary Worksite: [Worksite Address]

Option A: Hybrid Work Permitted: [Hybrid Work Policy Details]

Option B: Remote Work Permitted: [Remote Work Policy Details]

Option C: No Remote Work Permitted

Technology and Equipment: [Details of Equipment Provided, Remote Work Stipends, and Tech Support]

Data Privacy: Comply with Washington-specific data privacy and employee record-keeping rules.

Confidentiality: Safeguard sensitive employee information per Washington regulations.

3. Employment Status and Work Hours

Full-Time Employment

Standard Working Hours: [Start Time] to [End Time], [Days of the Week]

Washington-Mandated Meal and Rest Periods: [Meal Period Duration] and [Rest Period Duration] per Washington law.

Option A: Flexible Scheduling: [Flexible Scheduling Policy Details]

Option B: No Flexible Scheduling

Exempt/Non-Exempt Status: [Exempt or Non-Exempt] as defined by the Washington Minimum Wage Act and FLSA.

4. Compensation

Base Salary/Hourly Wage: [Salary Amount] per [Pay Period] or [Hourly Wage Amount] (at or above Washington’s current minimum wage).

Payday Frequency: [Pay Frequency, e.g., Bi-weekly] per Washington law.

Overtime: Overtime procedures in line with Washington’s daily/weekly overtime rules.

Option A: On-Call/Standby Pay: [On-Call/Standby Pay Details]

Option B: Holiday Pay: [Holiday Pay Details]

Option C: Bonuses: [Bonus Structure and Eligibility]

Option D: Equity Incentives: [Equity Incentive Details]

5. Benefits

Health & Welfare Benefits:

Medical, Dental, and Vision Coverage: [Coverage Details]

Retirement Plan: [401k, Pension, or Washington State Retirement System (if applicable)]

Vacation, Sick Leave, and Personal Leave: Accrual and carryover rules specific to Washington.

Washington Paid Family & Medical Leave (PFML): Compliance with Washington PFML.

Sick Leave Accrual: Per RCW 49.46.200-.210.

Voluntary Benefits:

Option A: Tuition Reimbursement: [Tuition Reimbursement Policy Details]

Option B: Staff Development: [Staff Development Opportunities]

Option C: Transportation Allowance: [Transportation Allowance Details]

Option D: Remote Work Stipend: [Remote Work Stipend Details]

Option E: Job-Specific Memberships/Certifications: [SHRM/HRCI Reimbursement Policy]

6. Compliance Policies

Records Management: Compliance with records management policies.

Reporting Obligations: Under Washington’s Equal Pay and Opportunities Act.

Worker Classification: Proper classification of workers.

Mandated Training: Sexual harassment, workplace bullying, and occupational safety.

State Agency Resources: Notice of available state agency resources (e.g., L&I, EEOC).

7. Confidentiality

Confidentiality of HR Information, Employee Records, Investigation Documents, and Trade Secrets.

Reference to relevant Washington privacy statutes and rules regarding reference checks and employee records disclosure.

8. Outside Activities

Restrictions on secondary employment, external consulting, or volunteer HR work to avoid conflicts of interest or violations of company and Washington Department of Labor & Industries (L&I) rules.

9. Intellectual Property

Intellectual Property and Ownership of any training or policy documents created during employment, with reference to company and Washington legal standards.

10. Non-Solicitation

Limited Non-Solicitation Clause.

Clarification that non-compete agreements for HR Generalists are highly restricted or unenforceable under RCW 49.62, unless strictly compliant with Washington statute and only in rare, high-compensation scenarios.

11. At-Will Employment

At-Will Employment: Subject to applicable exceptions according to Washington common law.

Termination Causes: Voluntary, involuntary, layoffs, restructure.

Final Pay: Required final pay timelines per Washington law.

Notice Period: [Notice Period, if any]

Exit Interview: Requirement to attend an Exit Interview.

Return of Company Property: Physical and electronic.

Post-Employment Confidentiality: Continued Obligation.

COBRA and Benefits Continuation: Information regarding COBRA and continuation of benefits.

12. Anti-Discrimination and Harassment

Washington-Compliant Anti-Discrimination, Equal Opportunity, and Non-Harassment Policies.

Coverage of all protected categories under Washington Law Against Discrimination, local Seattle/King County ordinances (if applicable).

Process for investigating harassment or complaints, with clear reporting mechanisms and anti-retaliation language, referencing Washington’s whistleblower protection statutes.

13. Dispute Resolution

Dispute Resolution: Steps for workplace disagreements.

Good faith negotiation, mediation, and, if agreed, binding arbitration in accordance with Washington law, designating Washington courts as the forum.

14. Safety Standards

Compliance with all applicable safety standards and mandatory training under the Washington Industrial Safety and Health Act (WISHA).

Hazard communication, workplace violence prevention, and reasonable accommodations for disabilities.

15. Payroll Deductions and Policies

Lawful Deductions: All lawful deductions from employee pay per Washington statutes.

Payroll Error Correction: Policies for correcting payroll errors.

Acknowledgment of Mandatory Employment Posters, Wage Notices, and Employee Handbooks.

16. Performance Evaluation and Discipline

Regular Performance Evaluations and Disciplinary Procedures Compliant with Washington Law.

Required documentation for corrective action, employee acknowledgment of policies, and opportunities for improvement or appeal before termination (if offered).

17. General Provisions

Policy Updates: Policy updates and notice requirements under Washington law.

Entire Agreement: This agreement constitutes the entire agreement.

Modification: Modification only in writing.

Severability: [State which sections are severable, if any]

Governing Law: Washington law governs all terms of this agreement.

Signatures:

____________________________ ____________________________

Employer Representative Signature Employee Signature

____________________________ ____________________________

Employer Representative Printed Name Employee Printed Name

Date: ________________________ Date: ________________________