Washington maintenance technician employment contract template

Washington Maintenance Technician Employment Contract

This Washington Maintenance Technician Employment Contract (the "Agreement") is made and entered into as of [Date], by and between [Employer Name], located at [Employer Address] ("Employer"), and [Employee Name], residing at [Employee Address] ("Employee").

Full-Time Employment: This Agreement establishes a full-time employment relationship.

Position: Maintenance Technician

Job Duties: Employee will perform the following duties, including but not limited to:

• Performing preventive and corrective maintenance on equipment, buildings, HVAC, electrical, plumbing, carpentry, painting, groundskeeping, safety inspections, and emergency repairs.
• Operating hand and power tools, diagnostics equipment, and relevant software for maintenance logs.
• Maintaining service records as required by Washington state facility regulations.
• Complying with property management protocols and work order systems.
• Adhering to maintenance response time commitments set by Washington housing/building codes.

Work Schedule:

• Option A: Standard work schedule is [Number] hours per week, [Days of the week], from [Start Time] to [End Time].
• Option B: The Employee may be required to work weekends and/or be on-call, as needed.
• Option C: Specific shift schedule will be provided separately and may be subject to change with reasonable notice.

Overtime: Overtime is eligible at one and one-half times the regular rate for hours worked over 40 in a workweek as per RCW 49.46. Overtime must be pre-approved by [Supervisor Title]. Mandatory paid rest/meal breaks will be provided as required by Washington law.

Work Location:

• Option A: Primary work location is at [Address of Work Location], located in [City], Washington.
• Option B: Employee may be required to travel to other onsite properties within [County/Region], Washington.
• Option C: Inclement weather response protocols will be communicated separately and may require reporting to alternate locations.

Reporting Structure:

• Employee will report directly to [Supervisor Name], [Supervisor Title].
• Daily check-in/checkout procedures will be communicated by the supervisor.
• Communication expectations with staff and tenants will be based on property management policies.

Required Certifications/Licenses:

• Required: [List of Required Certifications/Licenses, e.g., Valid Washington Driver's License]
• Preferred: [List of Preferred Certifications/Licenses, e.g., 07 Limited Energy Electrical License]

License Reimbursement: Employer [will/will not] reimburse Employee for costs associated with maintaining state-mandated professional licenses necessary to perform the work lawfully in Washington, up to [Dollar Amount] per year.

Personal Protective Equipment (PPE):

• Required PPE: [List of Required PPE, e.g., Safety Glasses, Gloves].
• PPE will be provided and replaced by Employer per Washington Department of Labor & Industries (L&I) regulations and WISHA standards.
• Employee is responsible for the proper use and maintenance of provided PPE.

Compensation:

• Option A: Salary: [Dollar Amount] per year.
• Option B: Hourly Wage: [Dollar Amount] per hour.
• Pay Frequency: [Frequency of Pay, e.g., Bi-weekly].
• Method of Recording Work Hours: [Method, e.g., Time Clock, Timesheet].
• Pay Transparency: The wage range for this position is [Dollar Amount] to [Dollar Amount] per [Time Period, e.g., Year]. Additional compensation elements may include [List of Additional Compensation, e.g., Shift Differential, On-Call Pay].

Benefits:

• Health Insurance: [Describe Health Insurance Plan].
• Dental Insurance: [Describe Dental Insurance Plan].
• Vision Insurance: [Describe Vision Insurance Plan].
• Life Insurance: [Describe Life Insurance Plan].
• Paid Time Off (PTO): [Describe PTO Accrual and Usage Policy].
• Sick Leave: Accrual that meets or exceeds Washington's paid sick leave law (1 hour per 40 hours worked at minimum). [State specific accrual rate]
• Paid Holidays: [List of Paid Holidays].
• Retirement/401(k): [Describe Retirement Plan].
• Reimbursement for Work-Related Travel: [Describe Reimbursement Policy].
• Reimbursement for Required Tools: [Describe Reimbursement Policy].
• Tuition Reimbursement/Support for Certifications: [Describe Reimbursement Policy].
• Eligibility timelines and coverage specifics will be provided separately in the employee benefits handbook. Healthcare portability will be offered as regulated by Washington law.

Confidentiality:

• Employee agrees to hold confidential all tenant records, property owner information, and sensitive building management data.
• Employee understands their legal and ethical responsibility to safeguard this information per Washington state privacy standards.

Ownership of Inventions:

• Any inventions, work products, or improvements developed within the scope of maintenance activities shall be owned by [Employer/Employee], subject to compliance with Washington's statutory restrictions on overbroad assignment or post-employment restrictions.

Workplace Conduct:

• Employee is expected to maintain professional behavior around residents/tenants.
• Employee must immediately report any safety hazards to [Designated Person/Department].
• Employee must adhere to all anti-discrimination and anti-harassment policies that meet or exceed standards set by the Washington Law Against Discrimination (WLAD).
• Employee is required to participate in Washington state-required harassment prevention training.
• Retaliation for whistleblowing or reporting code or safety violations is strictly prohibited.

Substance Use:

• Employee must comply with Washington's workplace marijuana and drug policies, especially in safety-sensitive roles.
• Pre-employment and post-incident drug testing may be required as allowed by state law.

Non-Compete/Non-Solicitation: (Review carefully for compliance with RCW 49.62.)

• Option A: (If no non-compete) Employee is not subject to any non-compete or non-solicitation agreements under this agreement.
• Option B: (If non-compete is used, MUST meet RCW 49.62 requirements) Employee agrees not to compete with Employer or solicit Employer's clients for a period of [Number] months following termination of employment within [Geographic Area], limited to tasks relating to highly confidential systems, in compliance with RCW 49.62, and only if the employee earns more than [Dollar Amount]. The employee was notified of the existence of this agreement no later than the time of acceptance of the offer of employment.

Termination:

• Employment is at-will, meaning either party may terminate the relationship at any time, with or without cause, except where a collective bargaining agreement (CBA) or just cause requirements apply.
• Justification for immediate termination includes gross misconduct and safety violations.
• Required Notice Period (if applicable): [Number] days' notice is required for voluntary resignation.
• Final wage payment procedures will comply with RCW 49.48.
• Upon termination, Employee must return all company-issued tools, access cards, uniforms, keys, and PPE.

Safety and Accident Reporting:

• Employee must promptly report any injuries/accidents under Washington's Industrial Insurance Act.
• Employee will participate in risk mitigation programs (e.g., L&I safety committees).
• Employee will follow the process for accessing workers' compensation benefits as required.

Compliance with Codes:

• Employee must comply with all applicable federal, state, and local codes (Seattle, Tacoma, etc., if relevant), including building, fire, and environment-related ordinances.
• Employee is responsible for keeping current with such requirements.

Dispute Resolution:

• Parties will attempt informal resolution of any disputes.
• If informal resolution fails, parties may pursue mediation/arbitration.
• This Agreement shall be governed by Washington law and venue shall be in [County] County, Washington.

Compliance with Laws:

• Employer complies with all Washington anti-retaliation laws, union access (if worksite is unionized), and employee rights to engage in concerted activities.

Mandatory Posting Requirements:

• Employer will maintain all mandatory postings for workplace rights, wage and hour notices, and safety protocols as required by the Washington Department of Labor & Industries.

Driver's License:

• Option A: Not Applicable.
• Option B: Employee must hold a valid Washington driver's license, meet minimum driving record standards, and maintain insurance requirements if vehicle use is involved.

Other Terms:

• [Insert Any Other Specific Terms and Conditions].

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: ____________________________