West Virginia receptionist employment contract template
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How West Virginia receptionist employment contract Differ from Other States
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West Virginia follows an at-will employment doctrine, but specific exceptions rooted in public policy are more explicitly recognized than in some other states.
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West Virginia law mandates certain minimum wage rates and specific recordkeeping requirements that differ from laws in other states.
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Employers in West Virginia have additional obligations regarding allowable wage deductions compared to many other U.S. states.
Frequently Asked Questions (FAQ)
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Q: Is a written contract mandatory for receptionist employment in West Virginia?
A: A written contract is not legally required, but it is recommended to outline duties, compensation, and policies.
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Q: Can a West Virginia receptionist employment contract limit moonlighting?
A: Yes, the contract can include provisions restricting secondary employment, provided they comply with state law.
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Q: What notice is required to terminate a receptionist's contract in West Virginia?
A: West Virginia employment is generally at-will, so no advance notice is required unless specifically stated in the contract.
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West Virginia Receptionist Employment Contract
This Full-Time 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. Job Title and Description
- Job Title: Receptionist
- Job Description:
- Option A: The Employee is hired as a Receptionist and will be responsible for performing front-desk duties including, but not limited to: greeting and verifying visitors, managing a multi-line phone system, maintaining visitor logs, scheduling appointments, managing mail and package deliveries, maintaining waiting area cleanliness and appearance, handling office supply requisition and inventory, coordinating with vendors or building management, operating office equipment (copiers, fax machines), and providing administrative support to other departments.
- Option B: The Employee will perform the following duties: [List of Duties]
2. Qualifications and Requirements
- Soft Skills:
- Option A: Excellent communication, professionalism, multitasking, and confidentiality handling skills are required.
- Option B: [List of Required Soft Skills]
- Physical Requirements:
- Option A: Must be able to sit/stand for extended periods and use a phone frequently.
- Option B: [List of Physical Requirements]
- Certifications:
- Option A: CPR certification is preferred but not required.
- Option B: CPR certification is required. [Other Certifications]
- Uniform/Dress Code:
- Option A: Business professional attire is required. Specific guidelines will be provided.
- Option B: [Description of Uniform/Dress Code]
3. Reporting and Responsibilities
- Reporting Relationship:
- Option A: The Employee will report directly to [Supervisor Title/Name].
- Option B: [Define Reporting Relationships]
- Customer Service Expectations:
- Option A: The Employee is expected to provide excellent customer service to all visitors and callers.
- Option B: [Detailed Customer Service Expectations]
- Interdepartmental Coordination:
- Option A: The Employee will coordinate with various departments as needed.
- Option B: [Specific Interdepartmental Coordination Responsibilities]
- Emergency Response:
- Option A: The Employee will follow established fire drill and evacuation procedures.
- Option B: [Detailed Emergency Response Responsibilities]
4. Work Location and Attendance
- Work Location:
- Option A: The Employee's primary work location is [Address], West Virginia.
- Option B: The Employee's work location may vary based on business needs and will be communicated in advance.
- On-Site Attendance:
- Option A: On-site attendance is required during scheduled work hours.
- Option B: [Specific On-Site Attendance Expectations]
- Visitor Security Protocols:
- Option A: The Employee will adhere to all visitor security protocols as outlined in the company handbook.
- Option B: [Detailed Visitor Security Protocols]
- Access Control:
- Option A: The Employee is responsible for managing access to the building and certain areas.
- Option B: [Specific Access Control Responsibilities]
5. Employment Status and Hours
- Employment Status: Full-Time
- Weekly Hours:
- Option A: 40 hours per week
- Option B: [Number] hours per week
- Work Schedule:
- Option A: Monday-Friday, 8:00 AM to 5:00 PM.
- Option B: [Days of the Week], [Start Time] to [End Time].
- Shift Coverage:
- Option A: The Employee may be required to cover shifts as needed.
- Option B: [Specific Shift Coverage Policy]
- Tardiness and Absence:
- Option A: The Employee must notify their supervisor as soon as possible in case of tardiness or absence.
- Option B: [Detailed Tardiness and Absence Policy]
- Inclement Weather/Public Emergency:
- Option A: The Employee will follow company policy regarding inclement weather and public emergencies.
- Option B: [Specific Inclement Weather/Public Emergency Policy]
6. Rest Breaks and Meal Periods
- Rest Breaks:
- Option A: The Employee is entitled to rest breaks as required by West Virginia law.
- Option B: Two 15-minute paid rest breaks will be provided during the workday.
- Meal Period:
- Option A: The Employee is entitled to a 30-minute unpaid meal period.
- Option B: A 60-minute unpaid meal period will be provided.
7. Compensation
- Wage/Salary:
- Option A: The Employee will be paid at an hourly rate of [Dollar Amount] per hour.
- Option B: The Employee will be paid an annual salary of [Dollar Amount].
- Overtime:
- Option A: Overtime will be paid at a rate of one and one-half times the Employee's regular rate of pay for hours worked over 40 in a workweek, as required by West Virginia law. Overtime must be pre-approved by the supervisor.
- Option B: Employee is not eligible for overtime pay.
- Payment Method and Frequency:
- Option A: The Employee will be paid bi-weekly via direct deposit.
- Option B: The Employee will be paid [Frequency] via [Payment Method].
- Overtime Approval:
- Option A: All overtime must be pre-approved in writing by the Employee’s supervisor.
- Option B: [Describe Overtime Approval Process]
8. Benefits
- Health Insurance:
- Option A: The Employee will be eligible to participate in the Employer's health insurance plan, subject to the terms and conditions of the plan, after [Number] days of employment.
- Option B: The Employer does not provide health insurance.
- Vision and Dental Insurance:
- Option A: The Employee will be eligible to participate in the Employer's vision and dental insurance plans, subject to the terms and conditions of the plans, after [Number] days of employment.
- Option B: The Employer does not provide vision and dental insurance.
- Paid Time Off (PTO):
- Option A: The Employee will accrue PTO at a rate of [Number] hours per pay period. Specific policies apply and are found in the employee handbook.
- Option B: The Employee will receive [Number] days of vacation and [Number] days of sick leave per year.
- Paid Holidays:
- Option A: The Employee will be entitled to paid holidays as designated by the Employer.
- Option B: The Employee will receive paid time off for the following holidays: [List of Holidays].
- Worker's Compensation: The Employee is covered by West Virginia Worker's Compensation.
9. Retirement Plans and Commuter Benefits
- Retirement Plan:
- Option A: The Employee will be eligible to participate in the Employer's 401(k) plan after [Number] months of employment, subject to the terms and conditions of the plan.
- Option B: The Employer does not offer a retirement plan.
- Commuter/Parking Benefits:
- Option A: The Employer offers a [Description of Commuter/Parking Benefits].
- Option B: The Employer does not offer commuter/parking benefits.
10. Confidentiality
The Employee acknowledges that during their employment, they will have access to confidential information regarding visitors, clients, and the Employer's business. The Employee agrees to keep all such information confidential and not to disclose it to any third party. This includes, but is not limited to, visitor rosters, internal communications, and business strategies.
- Non-Disclosure:
- Option A: The Employee agrees not to disclose any confidential information to unauthorized parties, including discussing visitor rosters or internal matters.
- Option B: [Specific Non-Disclosure Obligations]
- Personal Phone/Social Media:
- Option A: Personal phone use and social media activity during work hours should be limited and must not compromise confidentiality.
- Option B: [Detailed Policy on Personal Phone/Social Media Use]
11. Professional Conduct
The Employee is expected to maintain a high level of professionalism at all times, as they are the face of the organization. This includes punctuality, appropriate attire, and respectful interactions with visitors and colleagues.
- Handling Difficult Visitors:
- Option A: The Employee will follow established protocols for handling difficult visitors.
- Option B: [Specific Procedures for Handling Difficult Visitors]
- Prohibited Behaviors:
- Option A: Solicitation and personal business on company time are prohibited.
- Option B: [List of Prohibited Behaviors]
- Emergency Escalation:
- Option A: The Employee will immediately escalate any emergencies or security threats to the appropriate personnel.
- Option B: [Detailed Emergency Escalation Procedures]
12. Workplace Safety and Health
The Employee is responsible for adhering to all workplace safety and health regulations, including reporting any incidents or hazards to their supervisor.
- Reporting Incidents:
- Option A: The Employee must report any workplace incidents or injuries immediately to their supervisor.
- Option B: [Detailed Incident Reporting Procedures]
- Safety Drills:
- Option A: The Employee is required to participate in all safety drills.
- Option B: [Frequency and Details of Safety Drills]
- OSHA and Fire Marshal Compliance:
- Option A: The Employee will comply with all applicable Occupational Safety and Health Administration (OSHA) and State Fire Marshal regulations.
- Option B: [Specific Safety Regulations]
13. Anti-Discrimination and Harassment
The Employer is an equal opportunity employer and prohibits discrimination and harassment of any kind based on race, color, religion, sex, national origin, age, disability, or any other characteristic protected by West Virginia law.
- Grievance Procedure:
- Option A: Any employee who believes they have been subjected to discrimination or harassment should report it to [Designated Person/Department].
- Option B: [Detailed Internal Grievance Procedure]
14. Training and Onboarding
The Employee will participate in required training programs, including compliance training, customer service orientation, and annual workplace safety reviews.
- Probationary Period:
- Option A: The Employee will be subject to a [Number]-day probationary period.
- Option B: There is no probationary period.
15. Employment At-Will
The employment relationship between the Employer and the Employee is at-will, meaning that either party may terminate the employment relationship at any time, with or without cause or notice, subject to applicable West Virginia law.
- Resignation:
- Option A: The Employee is requested to provide two weeks' written notice of resignation.
- Option B: [Specific Notice Period for Resignation]
- Termination:
- Option A: The Employer may terminate the Employee's employment at any time, with or without cause or notice, subject to applicable West Virginia law.
- Option B: [Specific Termination Procedures]
- Final Pay:
- Option A: The Employee's final paycheck will be issued in accordance with West Virginia law.
16. Return of Property
Upon termination of employment, the Employee must return all Employer property, including keys, passes, uniforms, equipment, and data.
17. Security Protocol Acknowledgment
The Employee acknowledges responsibility for compliance with all security protocols pertaining to visitor control, emergency alerts, and communications during lockdown or evacuation scenarios.
18. Dispute Resolution
- Option A: Any disputes arising out of or relating to this Agreement shall be resolved through good-faith negotiation. If negotiation fails, the parties agree to mediate the dispute.
- Option B: Any disputes arising out of or relating to this Agreement shall be resolved exclusively in the state courts of West Virginia.
19. Compliance with Laws
This Agreement shall be governed by and construed in accordance with the laws of the State of West Virginia and all applicable federal laws.
20. Non-Solicitation
- Option A: During employment and for a period of [Number] months following termination, the Employee agrees not to solicit employees of the Employer.
- Option B: This agreement contains no non-solicitation clause.
21. Recordkeeping
The Employee is responsible for maintaining accurate daily attendance logs and documenting any safety incidents or visitor disturbances.
22. Amendment
This Agreement may be amended only by a written instrument signed by both parties.
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: ____________________________
Date: [Date]