Wisconsin receptionist employment contract template

Wisconsin Full-Time Receptionist Employment Contract

This Wisconsin Full-Time Receptionist Employment Contract (the "Agreement") is made and entered into as of this [Date] day of [Month], [Year], by and between [Employer Full Legal Name], a company registered in Wisconsin with business registration number [Business Registration Number], located at [Employer Address] ("Employer"), and [Employee Full Legal Name], residing at [Employee Address] ("Employee").

Position

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

• Option A: The Employee accepts such employment and agrees to perform the duties and responsibilities of a Full-Time Receptionist as outlined below and as may be reasonably assigned by the Employer from time to time.
• Option B: The Employee will specifically perform the following duties: Frontline public interaction, professional telephone etiquette, visitor check-in/check-out, reception area management, appointment scheduling, incoming correspondence and delivery handling, safeguarding confidential information, administrative support for multiple departments, and operation of office equipment (phones, intercoms, computers, printers, security check systems).

Reporting Relationship and Responsibilities

The Employee will report directly to [Supervisor Name].

• Option A: In the absence of the Employee, [Backup Employee Name] will provide backup coverage.
• Option B: Urgent/courtesy issues should be escalated to [Escalation Protocol, e.g., Supervisor, HR].

Work Location

The Employee's primary work location will be at the Employer's registered place of business at [Employer Address] in Wisconsin.

• Option A: The Employee is expected to maintain fixed on-site attendance during business hours.
• Option B: During official closures or emergencies, the Employee may be required to provide limited remote answering/virtual reception services in compliance with Wisconsin health and safety guidelines. Specific procedures will be communicated separately.

Employment Status and Work Schedule

The Employee's employment status is full-time.

• Option A: The standard workweek is 40 hours.
• Option B: The standard workweek is [Number] hours per week.
• The Employee's working hours are from [Start Time] to [End Time], [Days of the Week].
• Expectations for punctuality and attendance are outlined in the Employee Handbook.
• Schedule changes, shift swaps, tardiness, or absence will be handled according to procedures outlined in the Employee Handbook and in compliance with Wisconsin Statutes on Wages and Hours (DWD 274.02).

Breaks

The Employee is entitled to paid/unpaid meal breaks and rest periods in compliance with Wisconsin labor law.

• Option A: The Employee is entitled to a [Number] minute unpaid meal break.
• Option B: The Employee is entitled to [Number] paid rest breaks of [Number] minutes each.
• Timekeeping and approval of overtime must follow Employer policy.

Compensation

The Employee will be compensated at an hourly wage of [Dollar Amount] per hour or an annual salary of [Dollar Amount] per year.

• Payment will be made [Frequency, e.g., bi-weekly, monthly] via [Method of Payment, e.g., direct deposit, check].
• The Employee is/is not eligible for overtime compensation in accordance with Wisconsin’s overtime requirements for non-exempt positions. Overtime is calculated at time and one-half for hours worked over 40 in a workweek.
• Premium pay for holidays/evenings: [Description of Premium Pay, if any].
• Payroll deductions will be made as required by Wisconsin and federal law.

Benefits

The Employee is eligible for the following benefits:

• Health, dental, and vision insurance.
• Retirement plan options: [401(k) or Wisconsin Retirement System, if applicable].
• Paid time off (vacation, personal, sick leave) according to company policy.
• Wisconsin Family and Medical Leave (WFMLA) notice is provided separately.
• Paid holidays: [List of Recognized Holidays in Wisconsin, as applicable].
• Jury duty or witness leave.
• Short-/long-term disability coverage: [If applicable, specify details].
• Reference company policies for unpaid leave, bereavement, and military leave, in compliance with Wisconsin and federal rules.

Job-Specific Requirements

The Employee is required to adhere to the following job-specific requirements:

• Professional dress code as outlined in the Employee Handbook.
• Rules for maintaining a welcoming and safe reception environment, including compliance with health protocols (e.g., COVID-19).
• Customer service and courtesy standards.

Data Privacy and Confidentiality

The Employee is responsible for data privacy, protecting visitors’ personal information, appropriate handling of sensitive company records, and compliance with HIPAA/FERPA if the Employer serves medical or educational clients.

• Restriction on use of company phone/email for personal purposes.
• Rules for managing sensitive calls/messages.

Confidentiality

The Employee acknowledges that they will have access to confidential and proprietary information, including but not limited to customer lists, appointment logs, contractor data, and trade secrets.

• The Employee agrees to safeguard this information during and after employment, in compliance with Wisconsin contract law.

Intellectual Property

If the Employee creates or adapts process documents, customer scripts, or branded communications, the Employer retains all rights to these materials per Wisconsin statutes.

• Option A: All intellectual property created by the employee within the scope of their employment is assigned to the employer.
• Option B: [Additional terms regarding intellectual property rights.]

Behavioral and Workplace Conduct

The Employee is expected to maintain professional, respectful communication, and adhere to anti-harassment and anti-discrimination policies.

• The Employee is protected under the Wisconsin Fair Employment Act for race, color, creed, disability, marital status, sexual orientation, etc.
• The Employee is required to report any violations through specified channels.

Workplace Safety

The Employee must comply with Wisconsin Occupational Safety and Health (WISHA) requirements and best practices for workplace safety.

• This includes ergonomics at the front desk, emergency evacuation procedures, and workplace violence prevention.

Background and Reference Checks

Employment is contingent upon successful completion of background and reference checks.

• The Employer will handle any drug screening within state and local legal requirements.

Licenses and Certifications

Required licenses or certifications: [List, if any, e.g., notary for document handling].

• Required training: [List, e.g., customer service, conflict resolution, first aid, compliance].

Technology Policy

The Employee must adhere to the Employer’s technology policy regarding acceptable use of office systems, consent to monitoring of communications, and rules on bringing personal devices to work (BYOD).

Employment-at-Will

The Employee's employment is at-will, meaning that either party may terminate the employment relationship at any time, with or without cause or notice.

• Voluntary resignation requires [Number] weeks' notice.
• Employer-initiated termination will follow workplace-specific standards.
• The Employee must return all company property upon termination.
• The final paycheck will be provided within the timeframe required by Wisconsin Statute 109.03.

Grounds for Summary Dismissal

Grounds for summary dismissal include, but are not limited to:

• Gross misconduct
• Repeated violation of attendance/punctuality policies
• Security breaches
• Serious breach of confidentiality

Severance Pay

Severance pay, if provided, is at the Employer's discretion unless contractually obligated.

Probationary Period

The Employee will be subject to a probationary period of [Number] months.

• Successful completion of the probationary period is contingent upon meeting the following criteria: [List criteria].

Dispute Resolution

The Employer encourages internal grievance processes, with steps for informal resolution, HR involvement, and then formal mediation/arbitration as applicable. Wisconsin law will govern, and exclusive jurisdiction will be in Wisconsin courts.

Workers' Compensation and Unemployment Insurance

The Employer will maintain workers' compensation insurance for all employees, as required under Wisconsin law. The Employee has rights under Wisconsin's unemployment insurance rules.

E-Verify and I-9 Compliance

The Employer will comply with E-Verify and I-9 employment eligibility requirements as federally mandated and required in Wisconsin.

Employee Handbook

The Employee acknowledges that they have reviewed and received the Employee Handbook and agrees to abide by all workplace policies.

Whistleblower Protection

The Employer adheres to whistleblower protections and reporting mechanisms, such as those related to fraud or improper conduct, reflecting Wisconsin best practices for corporate governance.

Entire Agreement

This Agreement constitutes the entire agreement between the parties and supersedes all prior verbal or written arrangements. All future amendments must be in writing. Terms and benefits, including eligibility for raises, reviews, or promotions, reflect industry standards for full-time receptionists in Wisconsin.

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

_______________________________

[Employer Representative Name]

[Employer Title]

[Date]

_______________________________

[Employee Full Legal Name]

[Date]

*Notary Acknowledgement (if required by Employer)*