Wisconsin office assistant employment contract template
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How Wisconsin office assistant employment contract Differ from Other States
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Wisconsin mandates explicit disclosure of the state's at-will employment doctrine within employment contracts for additional clarity.
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Employers in Wisconsin must comply with unique wage payment frequency laws not always required in other states.
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Wisconsin has specific requirements regarding the final paycheck timing and deductions that may differ from other U.S. states.
Frequently Asked Questions (FAQ)
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Q: Is Wisconsin an at-will employment state?
A: Yes, most employment in Wisconsin is at-will, meaning either party can terminate employment at any time.
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Q: Are non-compete clauses enforceable in Wisconsin office assistant contracts?
A: Yes, but only if they are reasonable in scope, time, and geography, and protect legitimate business interests.
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Q: When is the final paycheck due after termination in Wisconsin?
A: In Wisconsin, the final paycheck must be issued by the next regular payday after employment ends.
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Wisconsin Office Assistant Employment Contract
This Wisconsin Office Assistant Employment Contract (the "Agreement") is made and effective as of [Date] by and between [Employer Legal Name], a [State] [Entity Type] with its principal place of business at [Employer Address] ("Employer") and [Employee Legal Name], residing at [Employee Address] ("Employee").
1. Position:
- Option A: The Employer hires the Employee as a full-time Office Assistant.
- Option B: The Employee accepts employment as a full-time Office Assistant.
- The Employee's primary duties include:
- Front desk reception
- Phone and email correspondence
- Calendar management
- Document preparation
- Data entry
- Filing (both physical and digital)
- Supply ordering
- Office equipment operation and maintenance (copiers, scanners, mail machines)
- Arranging and supporting meetings (including note-taking)
- Visitor management
- Liaising with vendors and service providers
- Supporting [Department Name] administrative tasks.
- Processing incoming and outgoing mail
- Basic bookkeeping and expense reporting.
- The Employee's primary duties include:
2. Reporting Structure:
- Option A: The Employee will report directly to [Supervisor Name], [Supervisor Title].
- Option B: The Employee will report to [Supervisor Name 1] for [Tasks/Responsibilities] and to [Supervisor Name 2] for [Tasks/Responsibilities].
- Task assignments will be communicated via [Communication Method, e.g., email, project management software].
- Performance feedback will be provided [Frequency, e.g., monthly, quarterly] through [Method, e.g., performance review, one-on-one meetings].
- Escalation procedures: In case of issues, the Employee should first contact [Initial Contact Person/Department], then [Second Contact Person/Department].
3. Work Location:
- Option A: The Employee's principal work location is [Address] in Wisconsin.
- Option B: The Employee will work in a hybrid model, with [Number] days in the office at [Address] and [Number] days remote.
- Option C: The Employee will work remotely.
- In-person attendance is required [Specify circumstances, e.g., for team meetings, client visits].
- In the event of inclement weather, the office will be [Open/Closed], and the employee should [Action to take, e.g., work remotely, take PTO].
4. Employment Type and Schedule:
- Option A: This is a full-time position.
- Option B: The Employee’s work schedule is Monday through Friday, [Start Time] to [End Time], for a total of [Number] hours per week.
- Break Arrangements: The Employee is entitled to a [Duration] minute [Paid/Unpaid] lunch break.
- Punctuality and Absence Notification: The Employee is expected to be punctual. Absence must be reported to [Contact Person/Department] as soon as possible, but no later than [Timeframe].
- Overtime: Non-exempt employees are entitled to overtime pay at a rate of one and one-half times their regular rate for all hours worked over 40 in a workweek. All overtime must be pre-approved by [Supervisor Name/Title]. The Employee is responsible for accurately recording all hours worked.
5. Wages and Payment:
- Option A: The Employee's starting wage is [Dollar Amount] per hour.
- Option B: The Employee's annual salary is [Dollar Amount], paid [Frequency, e.g., bi-weekly].
- Overtime Rate: The overtime rate is [Dollar Amount] per hour for non-exempt employees.
- Payment Method: Wages will be paid via [Method, e.g., direct deposit, check, pay card].
- Wage Disputes: Any wage disputes must be submitted in writing to [Contact Person/Department] within [Number] days of the pay date.
- Permissible Payroll Deductions: Deductions will be made for legally required taxes, Social Security, Medicare, and any other deductions authorized in writing by the Employee or required by law under Wisconsin Statute 103.457.
6. Benefits:
- The Employee is eligible for the following benefits:
- Health Insurance: Eligibility begins after [Number] days of employment.
- Dental Insurance: Eligibility begins after [Number] days of employment.
- Vision Insurance: Eligibility begins after [Number] days of employment.
- Paid Time Off (PTO): The Employee accrues [Number] days of PTO per year.
- Sick Leave: The Employee accrues [Number] days of sick leave per year.
- Holidays: The Employee is entitled to the following paid holidays: [List Holidays].
- Retirement Plan: The Employee is eligible to participate in the company's 401(k) plan after [Number] months of service. The employer match is [Percentage]% of employee contributions, up to [Percentage]% of the employee's salary.
- Disability Coverage: Short-term disability coverage is provided [State Coverage].
- Other Benefits: [List other benefits, e.g., transportation stipend, wellness program].
7. Training:
- Option A: The Employee will receive training on [List Equipment/Software].
- Option B: The employer will provide opportunities for professional development related to office administration.
- Ongoing professional development opportunities include: [List Opportunities].
- Tuition Reimbursement: The Employee may be eligible for tuition reimbursement for courses related to their job duties, subject to company policy.
8. Confidentiality and Privacy:
- The Employee acknowledges that they will have access to confidential information including:
- Company files
- Client information
- Employee records
- Financial data
- The Employee agrees not to disclose or misuse any confidential information during or after their employment, in accordance with the Wisconsin Uniform Trade Secrets Act.
- Document Handling and Destruction: The Employee agrees to follow company procedures for handling and destroying confidential documents.
- Cybersecurity: The Employee will comply with all company cybersecurity policies, including those related to electronic communications and records.
9. Work Product Ownership:
- All work product, files, templates, and materials created by the Employee in the course of their employment are the property of the Employer.
- Restrictions on Use of Company Technology: The Employee will comply with all company policies regarding the use of company technology and IT resources. Use of personal devices for work tasks is [Permitted/Prohibited].
10. Non-Compete (Optional - Consult with legal counsel):
- Option A: Non-compete clauses are generally disfavored in Wisconsin. This section is included for consideration only and its enforceability is subject to Wisconsin law (Wis. Stat. 103.465).
- Option B: The Employee agrees not to engage in any business that is directly competitive with the Employer's business within a [Number] mile radius of [Location] for a period of [Number] months after termination of employment. This restriction applies only to [Specific Business Activities].
11. Outside Employment:
The Employee agrees not to engage in any outside employment that creates a conflict of interest with the Employer's business.
12. Behavioral and Performance Standards:
- The Employee is expected to adhere to the following standards:
- Professional dress code: [Dress Code Description].
- Workplace conduct: The Employee will maintain a positive and respectful attitude towards colleagues and visitors.
- Health and safety: The Employee will adhere to all company health and safety protocols, including emergency procedures.
- Compliance with Office Policies: The Employee will comply with all written office and company policies, including those related to use of office space and facilities.
13. Anti-Discrimination and Equal Employment Opportunity:
The Employer is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, sex, disability, marital status, age, sexual orientation, arrest/conviction record, or any other protected category under Wisconsin Fair Employment Law (Wis. Stat. 111).
14. Employment At-Will:
Employment with the Employer is at-will, meaning that either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice, subject to applicable laws and this Agreement.
- Notice Period: [Number] days written notice of termination is required from both the Employer and the Employee.
- Return of Employer Property: Upon termination, the Employee will return all company property, including badges, equipment, and keys.
- Final Paycheck: The Employee's final paycheck will be issued within the next regular pay period after separation, as required by Wisconsin law.
15. Termination for Cause:
The Employer may terminate the Employee's employment immediately for cause, including but not limited to:
- Gross misconduct
- Theft
- Violation of company policy
- Compliance with Wisconsin Unemployment Insurance Procedures: The Employer will comply with Wisconsin unemployment insurance procedures when applicable.
16. Workplace Accommodation:
The Employer will provide reasonable accommodations for employees with disabilities, pregnancy, or other protected reasons, as required by the ADA and Wisconsin law. The Employee must notify [Contact Person/Department] of any accommodation needs.
17. Mandatory Notices:
The Employer will provide the Employee with all mandatory notices and labor law postings required by Wisconsin and federal law, including those related to wage and hour, FMLA, unemployment insurance, and equal rights.
18. Dispute Resolution:
- Option A: Any disputes arising out of or relating to this Agreement shall be resolved through internal complaint processes.
- Option B: Any disputes arising out of or relating to this Agreement shall be resolved through good faith meetings between the parties.
- Option C: Any disputes arising out of or relating to this Agreement shall be resolved through mediation in [City], Wisconsin.
- Option D: Any disputes arising out of or relating to this Agreement shall be resolved through binding arbitration in [City], Wisconsin, in accordance with the rules of the American Arbitration Association.
- Wisconsin law shall govern the interpretation and enforcement of this Agreement. Venue for any legal action shall be in [County] County, Wisconsin.
19. Worker's Compensation:
The Employee is eligible for worker's compensation insurance coverage as required by Wisconsin law.
20. Business Expense Reimbursement (Optional):
- Option A: The Employee will be reimbursed for all reasonable and necessary business expenses incurred in the performance of their duties.
- Option B: Reimbursement requires pre-approval from [Supervisor Name/Title].
- The Employee must submit receipts for all expenses.
21. Policy Revisions:
The Employer reserves the right to revise its policies at its discretion, with timely written notice to the Employee.
22. Entire Agreement:
This Agreement constitutes the entire agreement between the parties and supersedes all prior agreements and understandings, whether written or oral, relating to the subject matter hereof.
23. Amendment:
This Agreement may be amended only in writing, signed by both parties.
24. Acknowledgement:
The Employee acknowledges receipt of the Employee Handbook and other relevant policy manuals.
- Electronic Signatures: This agreement may be executed in counterparts, each of which shall be deemed an original, but all of which together shall constitute one and the same instrument. A signed copy of this Agreement delivered by facsimile, email, or other means of electronic transmission shall be deemed to have the same legal effect as delivery of an original signed copy.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.
____________________________
[Employer Representative Name]
[Employer Title]
[Employer Legal Name]
____________________________
[Employee Legal Name]
Date: [Date]