Washington technical support engineer employment contract template

Washington Technical Support Engineer Employment Contract

This Washington Technical Support Engineer Employment Contract (the "Agreement") is made and entered into as of [Effective Date], by and between [Employer Full Legal Name], a company organized under the laws of Washington, with its principal place of business at [Employer Address] ("Employer"), and [Employee Full Legal Name], residing at [Employee Address] ("Employee").

1. Employment

Employment Position: Employer hereby employs Employee as a full-time Technical Support Engineer.

Responsibilities:

• Option A: Diagnosing and resolving end-user hardware, software, and network issues.
• Option B: Maintaining and monitoring internal ticketing systems ([Ticketing System Name]).
• Option C: Providing remote and onsite troubleshooting.
• Option D: Escalating unresolved issues according to established protocols and documenting all actions taken.
• Option E: Creating and updating knowledge base articles.
• Option F: User training and onboarding.
• Option G: Compliance with service-level agreements (SLAs) for response and resolution times.
• Option H: After-hours and on-call support rotation ([Frequency of rotation]).
• Option I: Other: [Specify other responsibilities]

Reporting Structure: Employee will report directly to [Direct Manager Name], [Direct Manager Title], or their designee.

2. Work Location and Remote Work Policy

Primary Work Location: [Physical Office Address], [Customer Site Location], or [Remote]

Remote Work Policy (if applicable):

• Option A: Company-issued hardware will be provided and must be maintained in good working order.
• Option B: VPN access will be provided for secure network access.
• Option C: Employee is responsible for secure handling of customer data according to Employer's policies.
• Option D: Employee must adhere to Employer's information security and privacy protocols.
• Option E: [Describe remote work expense reimbursement policy, compliant with Washington law, if any]

3. Employment Status and Working Hours

Full-time Employment: This is a full-time employment position.

Standard Working Hours: [Start Time] to [End Time], Monday through Friday, totaling [Total Hours] hours per week.

Overtime:

• Option A: Overtime pay will be compensated at time and a half for hours worked over 40 in a workweek, as required by the Washington Minimum Wage Act.
• Option B: All overtime work must be pre-approved by [Direct Manager Name].
• Option C: Employee must accurately document all overtime hours worked.

Meal and Rest Breaks: Employee is entitled to paid 10-minute rest breaks for every 4-hour period and at least a 30-minute unpaid meal period for shifts over 5 hours, in accordance with Washington requirements.

4. Compensation and Benefits

Base Salary: Employee's annual base salary is [Annual Salary], payable [Pay Period - e.g., bi-weekly].

Payment Method: Payments will be made via [Payment Method - e.g., direct deposit].

Overtime Pay: Overtime will be calculated at 1.5 times the Employee's regular hourly rate.

Washington Sick and Safe Time: Employee will accrue sick and safe time in accordance with Washington law, specifically [Accrual Rate].

Bonus:

• Option A: Employee may be eligible for a performance-based bonus, as determined by Employer.
• Option B: Bonus criteria will be communicated to Employee separately.

Benefits:

• Health Insurance: [Details of health insurance coverage]
• Vision Insurance: [Details of vision insurance coverage]
• Dental Insurance: [Details of dental insurance coverage]
• 401(k)/Retirement Plan: [Details of 401(k)/Retirement Plan options]
• Paid Vacation: [Number] days of paid vacation per year.
• Paid State Holidays: [List of paid holidays or reference to company holiday schedule]
• Jury Duty Leave: [Details of jury duty leave policy]
• Bereavement Leave: [Details of bereavement leave policy]
• Washington Paid Family and Medical Leave: Employee is entitled to benefits under the Washington Paid Family and Medical Leave program.
• Other: [Other benefits]

5. Intellectual Property

Ownership: All scripts, documentation, troubleshooting guides, process improvements, or technical inventions created by Employee within the scope of employment are the sole property of Employer.

Pre-existing IP: Employee will disclose any pre-existing intellectual property relevant to their work with Employer. The handling of pre-existing IP will be governed by [Separate Agreement/Clause within this agreement specifying the handling of pre-existing IP].

6. Confidentiality and Information Security

Confidential Information: Employee agrees to hold all client data, sensitive company information, system credentials, and customer information in strict confidence.

Post-Termination: The obligation of confidentiality continues after termination of employment, as governed by the Washington Uniform Trade Secrets Act.

7. Conduct and Ethics

Professional Standards: Employee will maintain professional standards in all customer interactions and adhere to established escalation protocols.

IT Security: Employee will strictly adhere to IT security and data protection practices.

Unauthorized Software: Employee is prohibited from installing or using unauthorized software.

Client Confidentiality: Employee is responsible for maintaining user records and client confidentiality under state and federal data privacy laws.

8. Anti-Discrimination and Harassment

Compliance: Employer is committed to complying with the Washington Law Against Discrimination, prohibiting discrimination and harassment based on protected classes including gender, sexual orientation, age, creed, national origin, veteran status, marital status, and disability.

EEO Policy: Employer maintains an Equal Employment Opportunity policy.

Diversity and Inclusion: Employer is committed to diversity and inclusion in the tech environment.

9. Non-Compete, Non-Solicitation, and Non-Interference

[Option A: Include a non-compete clause (only permissible if the salary threshold is met and the duration is reasonable under Washington law – specify details)]

[Option B: State explicitly that there is NO non-compete agreement]

Non-Solicitation: Employee agrees not to solicit Employer's employees or customers for a period of [Duration - e.g., one year] after termination of employment.

10. External Tech Communities

Participation: Employee must obtain approval from [Designated Person/Department] before publicly responding to or creating content in external tech communities, forums, or open-source support projects that may affect Employer or client interests.

11. At-Will Employment

At-Will Status: This is an at-will employment relationship, meaning either party may terminate the employment relationship at any time, with or without cause or notice, unless an express written agreement states otherwise.

Termination Procedures:

• Notice Requirements: [Specify notice period, if any, required by either party]
• Final Wages: Employer will promptly pay final wages in accordance with Washington law.
• Return of Equipment: Employee must return all company equipment upon termination.

12. Employee Rights Disclosure

Washington Labor Laws: Employee acknowledges receipt of information regarding their rights under Washington labor laws, including the right to paid sick leave, overtime, state leave statutes, safe workplace protections, and worker's compensation coverage.

13. Dispute Resolution

Process: Employer and Employee agree to attempt to resolve any disputes through good faith discussion and internal escalation. If necessary, the parties agree to consider mediation or arbitration within Washington, governed by Washington law.

14. Occupational Health, Safety, and Ergonomics

Compliance: Employer is committed to providing a safe and healthy work environment, complying with state and local health and safety requirements.

Reporting Unsafe Conditions: Employee has the right to report unsafe working conditions under Washington law.

15. Industry Regulations

Compliance: Employee is obligated to comply with all applicable industry regulations, such as PCI DSS or HIPAA, as relevant to Employer's business.

16. Assignment, Amendment, Waiver, and Severability

Assignment: This Agreement may not be assigned by Employee without the written consent of Employer.

Amendment: This Agreement may be amended only by a written instrument signed by both parties.

Waiver: No waiver of any provision of this Agreement will be effective unless in writing and signed by the party against whom the waiver is sought to be enforced.

Severability: If any provision of this Agreement is held to be invalid or unenforceable, the remaining provisions will remain in full force and effect.

Incorporated Documents: Benefit plan documents and employee handbooks are incorporated by reference, but are subordinate to the terms of this Agreement.

17. Customization and Revision

This Agreement is optional, customizable, and subject to revision based on changing Washington statutory requirements or company policy. It is tailored to the specific technical support engineer role and Employer's operational environment.

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

[Employer Full Legal Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

[Employee Full Legal Name]

Signature: ____________________________