Washington receptionist employment contract template

Washington Receptionist Employment Contract

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

1. Position

Option A: The Employer hereby employs the Employee as a Full-Time Receptionist.

Option B: The Employer hereby employs the Employee as a Part-Time Receptionist.

• The Employee's job duties include, but are not limited to: managing front desk operations, greeting and directing visitors, handling multi-line phone systems, scheduling appointments, receiving and distributing mail/packages, maintaining visitor logs, ensuring lobby cleanliness and hospitality, administering building access protocols, supporting administrative projects, and other receptionist-related tasks as assigned.
• The Employee is expected to have proficiency in: MS Outlook, MS Word, [Scheduling Software Name], and [Security System Name].

2. Work Location

Option A: The Employee's primary work location is the Employer's office located at [Employer Address, City, State, Zip Code] in Washington.

Option B: The Employee's primary work location is subject to change based on business needs, with notification provided in advance.

• The Employee acknowledges and agrees to adhere to the Employer's workplace safety, security, and COVID-19 protocols as outlined by the Washington State Department of Health, including but not limited to [List specific protocols, e.g., mask requirements, social distancing, cleaning procedures].

3. Work Schedule and Timekeeping

Option A: The Employee's regular work schedule is Monday through Friday, from [Start Time] to [End Time].

Option B: The Employee's work schedule will be determined on a weekly basis and communicated to the Employee in advance.

• Punctuality is required. The Employee is expected to be present and ready to work at the reception desk during scheduled hours.
• Workstation coverage during breaks will be arranged according to company policy and in compliance with Washington meal and rest period requirements (WAC 296-126-092).
• Meal and rest periods will be provided in accordance with Washington law.

4. At-Will Employment

Option A: The Employee's employment is at-will. This means that either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice, subject to any legal requirements.

Option B: Termination conditions may vary based on company policy.

• Upon termination, the Employer will provide the Employee’s final paycheck in accordance with RCW 49.48.010.

5. Compensation

Option A: The Employee will be paid an hourly rate of [Dollar Amount] per hour.

Option B: The Employee will be paid a salary of [Dollar Amount] per year.

• The Employee will be paid [Pay Frequency, e.g., biweekly, semi-monthly] via [Method of Payment, e.g., direct deposit, check].
• The Employee is [Eligible/Not Eligible] for overtime pay. If eligible, overtime will be calculated at one and one-half times the Employee's regular hourly rate for all hours worked over 40 in a workweek, in compliance with Washington wage laws (RCW 49.46, WAC 296-128).

6. Deductions

Required deductions from the Employee's pay will include, but are not limited to: Washington Paid Family & Medical Leave premiums (RCW 50A.10), Paid Sick Leave accrual and use (RCW 49.46.210), and federal/state payroll taxes.

7. Benefits

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

• Health Insurance: [Details of Health Insurance Coverage]
• Dental Insurance: [Details of Dental Insurance Coverage]
• Vision Insurance: [Details of Vision Insurance Coverage]
• Life Insurance: [Details of Life Insurance Coverage]
• Retirement Plan (e.g., 401(k)): [Details of Retirement Plan Eligibility and Contribution]
• Medical Leave: [Details of Medical Leave Policy]
• Sick Leave: Accrued and used according to Washington Paid Sick Leave provisions (RCW 49.46.210).
• Vacation/Paid Time Off (PTO): [Details of Vacation/PTO Policy]
• Holidays: [List of Observed Holidays]

8. Allowances

Option A: The Employer will provide the Employee with [Transportation Allowance Details].

Option B: The Employer will provide the Employee with [Parking Allowance Details].

Option C: The Employer will provide the Employee with [Uniform Allowance Details].

Option D: The Employer will provide the Employee with [Front-Desk Safety Equipment Details].

• Conditions for issuance and return of allowances/equipment will be outlined separately in company policy.

9. Reporting Structure

The Employee will report directly to [Direct Reporting Line, e.g., Office Manager, HR, Facilities Supervisor].

Escalation procedures for visitor or security incidents are as follows: [Detailed Escalation Procedures].

10. Training and Onboarding

The Employee will participate in training and onboarding specific to reception duties, including customer service, privacy/security awareness, emergency procedures, and any Washington State-mandated harassment prevention or job safety training.

11. Confidentiality and Privacy

The Employee acknowledges that they will have access to confidential and proprietary information of the Employer, its employees, visitors, and clients. The Employee agrees to hold such information in strict confidence and to not disclose it to any third party, except as required by law. This includes compliance with Washington’s Privacy Act (RCW 9.73) regarding electronic communications and recording consent.

• If handling medical information, the Employee will comply with all applicable HIPAA regulations.

12. Professional Conduct

The Employee is expected to maintain a professional appearance, attire, and demeanor at all times while representing the Employer. The Employee will adhere to the Employer’s code of conduct and maintain a respectful and courteous attitude towards visitors, clients, and colleagues.

13. Equal Employment Opportunity

The Employer is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, sex, sexual orientation, gender identity, age, marital status, veteran status, religion, creed, disability, or any other characteristic protected by the Washington Law Against Discrimination (RCW 49.60) or other applicable law.

14. Technology and Communication

The Employee’s use of phones, computers, and visitor management systems must comply with the Employer's IT and security policies.

15. Handling of Assets

If the Employee handles keys, cash, deliveries, or access cards, they must adhere to the Employer’s strict handling, reporting, and loss/theft notification protocols.

16. Outside Activities

The Employee is [Permitted/Prohibited] from engaging in secondary employment or solicitation at the front desk without prior written approval from the Employer.

17. Workplace Accommodations

The Employer will provide reasonable accommodations for qualified individuals with disabilities in accordance with the Washington Law Against Discrimination and the Americans with Disabilities Act (ADA).

18. Surveillance

Option A: The Employer utilizes surveillance cameras and/or audio monitoring in [Specific Areas].

Option B: The Employer does not utilize surveillance cameras and/or audio monitoring.

• If surveillance is used, the Employer complies with RCW 9.73 (Two-Party Consent Law) and provides appropriate notice.

19. Licenses and Certifications

The Employee is required to maintain the following licenses or certifications: [List Required Licenses/Certifications].

• The Employee is responsible for maintaining these credentials in good standing.

20. Union Membership

Option A: This position is unionized and subject to the terms of the collective bargaining agreement between [Union Name] and the Employer.

Option B: This position is not unionized.

21. Amendments

Any changes to the Employee's duties, policies, or compensation will require written notice and mutual consent from both parties.

22. Dispute Resolution

Any disputes arising out of or relating to this Agreement will be resolved first through good-faith negotiation. If negotiation is unsuccessful, the parties agree that Washington law shall govern and that the Washington courts shall have exclusive jurisdiction over any legal proceedings.

The parties may consider mediation or arbitration through [Mediation/Arbitration Forum Name, if applicable].

23. Workplace Postings

The Employee will have access to required state and local workplace postings, including the “Your Rights as a Worker” summary for Washington employees. Digital access to the latest rights and wage hour materials is provided [Specify how access is provided].

24. Workers' Compensation

The Employee is covered by workers' compensation insurance in accordance with the requirements of the Washington Department of Labor & Industries (L&I). The claims/reporting process is as follows: [Detailed Claims/Reporting Process].

25. Occupational Health and Safety

The Employer will maintain a safe front desk/work environment in compliance with the Washington Industrial Safety and Health Act (WISHA) (RCW 49.17).

26. Employee Handbook

The Employee is subject to the policies and procedures outlined in the Employer's employee handbook and standard operating procedures, as applicable to receptionists in Washington.

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

[Employer Name]

By: [Authorized Representative Name]

Title: [Title]

[Employee Name]

[Employee Signature]

Date: [Date]