Wisconsin HR generalist employment contract template

Wisconsin Full-Time HR Generalist Employment Agreement

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

Position and Duties

• Designation: Employee is hired as a Full-Time HR Generalist.
• Duties:
  • Talent Acquisition:
    • Option A: Full-cycle recruiting, including job postings, sourcing, screening, interviewing, and offer negotiation.
    • Option B: Coordinate with external recruiters and staffing agencies.
  • Onboarding and Orientation:
    • Option A: Conduct new employee orientation, ensuring completion of all required paperwork and training.
    • Option B: Develop and maintain onboarding materials and processes.
  • Payroll and Benefits Administration:
    • Option A: Administer payroll and benefits programs in compliance with Wisconsin and federal law.
    • Option B: Serve as a point of contact for employee benefits inquiries.
  • Employee Relations Support:
    • Option A: Provide guidance to employees and managers on HR policies and procedures.
    • Option B: Mediate employee disputes and conflicts.
  • Workplace Investigations:
    • Option A: Conduct workplace investigations in accordance with Wisconsin law and company policy.
    • Option B: Document all investigation findings and recommend appropriate corrective action.
  • Performance Management:
    • Option A: Facilitate the performance review process.
    • Option B: Provide training on performance management techniques.
  • Records Maintenance:
    • Option A: Maintain accurate and confidential employee records.
    • Option B: Ensure compliance with record retention policies.
  • HRIS Administration:
    • Option A: Manage and maintain the HRIS system.
    • Option B: Generate HR reports and analytics.
  • Training Coordination:
    • Option A: Coordinate employee training and development programs.
    • Option B: Evaluate the effectiveness of training programs.
  • Compliance Monitoring:
    • Option A: Monitor compliance with all applicable federal, state, and local laws and regulations.
    • Option B: Stay abreast of changes in employment law and regulations.
  • Leave Administration:
    • Option A: Administer FMLA/WFMLA and other leave programs.
    • Option B: Track employee leave balances.
  • Employee Handbook and Policy Updates:
    • Option A: Maintain and update the employee handbook.
    • Option B: Develop and implement new HR policies.
  • Diversity and Inclusion Initiatives:
    • Option A: Support diversity and inclusion initiatives.
    • Option B: Assist in developing and implementing diversity training programs.

Supervision and Reporting

• Reporting Structure: Employee will report to [Supervisor Title].
• Cross-Functional Interactions: Employee will collaborate with [Departments/Titles] on HR-related matters.

Work Location

• Primary Work Location: [City, Wisconsin].
  • Option A: Employee is required to physically work at the Employer's establishment.
  • Option B: Employee may work remotely/hybrid arrangement as agreed upon.
• Mileage Reimbursement/Remote Work Equipment:
  • Option A: Employee will be reimbursed for mileage in accordance with company policy.
  • Option B: Employer will provide equipment and internet reimbursement for remote work.

Full-Time Employment and Hours

• Full-Time Status: Employment is full-time, consisting of [Number] hours per week.
• Standard Working Hours: [Start Time] to [End Time], Monday through Friday.
• Overtime: Overtime work may be required from time to time and will be compensated in accordance with Wisconsin and federal law.
• Meal/Rest Periods: Employee will be provided meal and rest periods as required by Wisconsin law.

Compensation

• Exempt/Non-Exempt Status: Employee is classified as [Exempt/Non-Exempt] under the Fair Labor Standards Act and Wisconsin law.
  • Clarification (if exempt): This position meets the requirements for the administrative exemption.
• Regular Pay Schedule: Employee will be paid [Frequency, e.g., Bi-weekly] on [Day of the Week].
• Method of Wage Payment: Wages will be paid by [Direct Deposit/Check] in accordance with Wisconsin Statutes Chapter 109.
• Overtime Compensation (if non-exempt): Overtime hours worked beyond 40 in a workweek will be compensated at a rate of one and one-half times the regular rate of pay.
• Time Reporting: Employee is required to report and document all time worked accurately and completely in accordance with Wisconsin Department of Workforce Development (DWD) rules.

Benefits

• Health, Dental, and Vision Insurance: Employer offers health, dental, and vision insurance plans as described in the benefits summary.
• Wisconsin Retirement System (WRS) or Similar Plan: Employee is eligible to participate in the [WRS/Other Plan] in accordance with its terms.
• Paid Time Off (PTO): Employee will accrue PTO at a rate of [Number] days per year.
• Sick and Family Leave: Employee is eligible for sick and family leave consistent with the Wisconsin Family and Medical Leave Act (WFMLA) and federal FMLA.
• Bereavement and Jury Duty Leave: Employee is eligible for bereavement and jury duty leave as required by Wisconsin law.
• Holidays: Employee will receive paid time off for the following recognized Wisconsin holidays: [List Holidays].
• Wellness Program Access: Employee has access to the Employer's wellness program as described in the program documentation.

Confidentiality

Employee agrees to maintain the confidentiality of all personnel and confidential company/employee information encountered during employment, in strict compliance with Wisconsin Data Privacy and Security laws, federal HIPAA (if applicable), and best HR practices.

Confidentiality Agreement: Employee agrees to sign and adhere to a separate Confidentiality Agreement, which survives termination of employment.

Ownership of Work Product

All company policy manuals, handbooks, employment forms, HR processes, and employee files developed or revised by Employee during employment are the property of the Employer, pursuant to Wisconsin law.

Employee is prohibited from removing or sharing proprietary HR documents upon termination of employment.

Legal Compliance

Employee is expected to fully understand and adhere to all applicable Wisconsin labor and employment laws, DWD regulations, Equal Rights Division guidelines, and relevant federal laws (FLSA, Title VII, ADA, ADEA, etc.).

Employee is required to participate in mandatory EEO and anti-discrimination training, reflecting all Wisconsin-protected categories.

Employee is required to report any compliance issues or whistleblower concerns according to Wisconsin procedures.

Non-Solicitation and Non-Disclosure

Employee acknowledges restrictions on non-solicitation and non-disclosure post-termination.

Non-Compete (Optional, must comply with Wisconsin Statute § 103.465):

• Option A: No non-compete agreement is required.
• Option B: Employee agrees to a non-compete agreement, the specific terms of which are defined in a separate Non-Compete Agreement, and which complies with Wisconsin Statute § 103.465 regarding reasonableness and enforceability. The Non-Compete Agreement includes details regarding duration ([Number] months), geographic scope (limited to [Specific Counties/Cities in Wisconsin]), and duties covered ([Specific Duties]).

Return of Company Property

Upon termination of employment, Employee must promptly return all company property, files, or equipment.

Final paycheck will be issued per Wisconsin's "next regular payday" law.

At-Will Employment

Employment is at-will, meaning either the Employee or Employer may terminate the employment relationship at any time, with or without cause, subject to applicable law.

Voluntary Resignation: Employee agrees to provide [Number] weeks' written notice of resignation.

Termination for Cause/Layoff: Employer may terminate employment for cause or due to layoff, in accordance with company policy and applicable law.

Progressive Discipline: The Employer may use a progressive discipline process, but is not required to do so.

Dispute Resolution

Internal Grievance/Complaint Reporting: Employee agrees to follow the Employer's internal grievance/complaint reporting process.

Wisconsin-Specific Dispute Resolution: Employer encourages internal review, mediation, or arbitration prior to litigation. Wisconsin law governs interpretation and enforcement of this agreement.

Workers’ Compensation and Safety

Employee is covered by the Wisconsin Workers’ Compensation Act.

Employee agrees to comply with all applicable occupational health and safety statutes. The Employer provides resources for workplace safety and mental health as part of HR leadership duties.

Labor Postings and Compliance Notices

Employee is responsible for managing labor postings and compliance notices required by Wisconsin businesses, including unemployment insurance, wage notices, and health/safety postings.

Non-Retaliation

Employer prohibits retaliation against Employee for exercising protected rights.

Professional Development (Optional)

• Option A: Employer will reimburse Employee for professional development or SHRM/PHR/HRCI recertification expenses up to [Dollar Amount] per year.
• Option B: Employer will provide Employee with paid time off to attend Wisconsin HR conferences.
• Option C: Employer will cover the cost of required continuing education credits.

Contract Modifications, Assignments, and Entire Agreement

• Modifications: This Agreement may be modified only in writing signed by both parties.
• Assignment: This Agreement may not be assigned by the Employee without the Employer's written consent.
• Entire Agreement: This Agreement constitutes the entire agreement between the parties relating to the subject matter hereof and supersedes all prior or contemporaneous communications and proposals, whether oral or written.

Incorporated Documents

• The following documents are incorporated by reference: [Job Description, Employee Manual, Code of Conduct, etc.].
• Employee acknowledges receipt of and agrees to comply with the incorporated documents.

Indemnification and Liability

Employee shall be indemnified and held harmless by the Employer for actions taken in good faith within the scope of HR duties, to the extent permitted by Wisconsin law.

Severability

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

Governing Law

This Agreement shall be governed by and construed in accordance with the laws of the State of Wisconsin.

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]

[Employee Signature]