Wyoming HR assistant employment contract template

Wyoming HR Assistant Employment Agreement

This Wyoming HR Assistant Employment Agreement (the “Agreement”) is made and effective as of [Date] by and between [Employer Full Legal Name], a [State of Formation] [Business Entity Type] with its principal place of business at [Employer Physical Address] and mailing address at [Employer Mailing Address], phone number [Employer Phone Number] and email address [Employer Email Address] (“Employer”) and [Employee Full Legal Name], residing at [Employee Physical Address] and mailing address at [Employee Mailing Address], phone number [Employee Phone Number] and email address [Employee Email Address] (“Employee”).

Witnesseth:

1. Position:

The Employer hereby employs the Employee as a Human Resources Assistant. The standard occupational code for this position is [SOC Code], if required for regulatory records.

2. Job Description and Responsibilities:

The Employee's primary responsibilities as HR Assistant include, but are not limited to:

• Option A: Assisting with recruitment and onboarding processes, including posting job openings, screening resumes, conducting initial interviews, and preparing offer letters.
• Option B: Maintaining and updating employee records, both in paper and electronic formats, ensuring accuracy and compliance with data protection regulations and Wyoming laws.
• Option C: Processing payroll and benefits paperwork in accordance with Wyoming wage payment statutes and company policies.
• Option D: Assisting with compliance reporting requirements under Wyoming and federal law (e.g., EEO-1, OSHA, unemployment insurance filings).
• Option E: Supporting the dissemination of company policies and collecting employee acknowledgments.
• Option F: Maintaining the confidentiality of personnel files and employee information in compliance with Wyoming law.
• Option G: Supporting internal investigations related to employee relations issues.
• Option H: Scheduling interviews, new hire orientations, and other HR-related meetings.
• Option I: Supporting benefits enrollments and facilitating open enrollment processes.
• Option J: Managing workers' compensation paperwork and claims in accordance with Wyoming law.
• Option K: Responding to employee inquiries and providing guidance on HR-related matters, following established HR protocols.
• Option L: Handling various administrative tasks to support the HR function.
• Option M: [Add Other Specific Responsibilities]

3. Reporting Structure:

The Employee will report directly to the [Direct Supervisor Title] in the [Organizational Department] department.

• Option A: In the absence of the direct supervisor, matters should be escalated to [Alternative Supervisor Title].
• Option B: [Specify Alternative Reporting Structure]

4. Work Location:

The Employee's primary work location will be at the Employer's principal place of business located at [Employer Physical Address] in Wyoming.

• Option A: The employee may perform work remotely, subject to company policy and requirements for maintaining data security and confidentiality. A remote work agreement addendum will be required.
• Option B: This position is designated as hybrid with [Number] days per week required in the office.

5. Employment Status and Work Schedule:

The Employee's employment is full-time.

• Option A: The standard workweek will consist of [Number] hours per week, generally from [Start Time] to [End Time], Monday through Friday.
• Option B: The Employee will be entitled to meal periods and rest periods in accordance with company policy. While Wyoming does not mandate breaks, the policy is as follows: [Specify Break Policy, e.g., One 30-minute unpaid lunch break and two 15-minute paid rest breaks per day].

6. Overtime Pay:

The Employee is [Exempt/Non-Exempt] from overtime pay under the Fair Labor Standards Act (FLSA) and Wyoming wage law.

• Option A (For Non-Exempt Employees): Overtime hours worked, defined as hours exceeding 40 in a workweek, will be compensated at a rate of one and one-half (1.5) times the Employee's regular rate of pay. Overtime must be pre-approved by the Employee's supervisor and accurately documented.
• Option B (For Exempt Employees): The Employee is not eligible for overtime pay.

7. Compensation:

The Employee's regular rate of pay will be [Dollar Amount] per [Hour/Year], payable [Frequency, e.g., bi-weekly].

• Option A: Payment will be made via [Payment Method, e.g., direct deposit].
• Option B: Final pay, including for any accrued and unused PTO (if applicable), will be provided on the next regular payday following termination, as required by Wyoming law.

8. Performance Evaluations, Promotion, and Merit Increases:

The Employee's performance will be evaluated [Frequency, e.g., annually] based on established performance criteria.

• Option A: Promotion and merit increases will be based on performance, contributions, and company policies.
• Option B: The employee is eligible for a performance bonus based on achieving specific HR metrics outlined in [Bonus Plan Document].

9. Benefits:

The Employee will be eligible for benefits in accordance with company policy.

These benefits may include:

• Option A: Health insurance
• Option B: Dental insurance
• Option C: Vision insurance
• Option D: Retirement plan (e.g., 401(k))
• Option E: Paid time off (vacation, sick leave, personal days) as per company policy: [PTO Policy Description]
• Option F: Paid holidays: [List of Paid Holidays]
• Option G: Family/Medical leave pursuant to the Family and Medical Leave Act (FMLA) and company policy.
• Option H: Workers' compensation coverage as mandated by Wyoming statute.
• Option I: Unemployment insurance.
• Option J: Voluntary benefit programs (e.g., life insurance, disability insurance).
• Option K: Reimbursement for authorized work-related expenses as per company policy: [Expense Reimbursement Policy Description]

10. Confidentiality:

The Employee acknowledges that they will have access to confidential information, including employee records, investigation materials, and other sensitive data.

• Option A: The Employee agrees to maintain the strictest confidentiality and not to disclose any confidential information to any unauthorized person or entity, both during and after employment.
• Option B: This obligation extends to compliance with Wyoming's limited privacy and public records statutes.

11. Intellectual Property:

Any intellectual property created by the Employee during the course of employment, including but not limited to internal digital content and HR process materials, shall be the sole property of the Employer.

• Option A: The Employee agrees to assign all rights, title, and interest in such intellectual property to the Employer.

12. Compliance with Policies and Laws:

The Employee agrees to comply with all Employer policies and procedures, as well as all applicable federal, state, and local laws, including Wyoming's Equal Pay law, Title VII, ADEA, ADA, GINA, and Wyoming state anti-discrimination protections.

• Option A: The Employee is responsible for reporting any violations of these policies or laws.

13. Records Retention:

The Employee shall comply with all records retention requirements set by Wyoming's Department of Workforce Services and federal law, including for I-9 and payroll documentation.

• Option A: The Employee is responsible for maintaining accurate and complete records.

14. IT Security and Electronic Communications:

The Employee shall adhere to the Employer's IT security and electronic communications policies, including those relating to the handling of sensitive HR data.

• Option A: The Employee shall not engage in any unauthorized use or distribution of company information or employee data.

15. Conflict of Interest:

The Employee agrees to avoid any conflict of interest or outside employment that could compromise their ability to perform their duties for the Employer.

• Option A: The Employee shall disclose any potential conflicts of interest to the Employer immediately.

16. Training:

The Employee is required to participate in ongoing HR compliance and professional development training, including Wyoming-specific legal updates, anti-harassment training, safety training, and recordkeeping training.

• Option A: The Employer will provide access to such training.

17. At-Will Employment:

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

• Option A: Nothing in this Agreement shall be construed to alter the at-will nature of the employment relationship unless explicitly modified in writing and signed by both parties.

18. Termination:

Upon termination of employment, the Employee shall return all Employer property and maintain confidentiality obligations.

• Option A: The Employee will receive a final paycheck on the next regular payday following termination, including any accrued and unused PTO (if applicable), as required by Wyoming law.
• Option B: Information regarding COBRA or state equivalent benefits continuation will be provided upon termination.

19. Non-Competition/Non-Solicitation:

Due to Wyoming's public policy on non-compete agreements, only reasonable non-solicitation or confidentiality agreements are permissible.

• Option A: During and for a period of [Number] months following termination of employment, the Employee shall not solicit any employees or customers of the Employer.
• Option B: The Employee will continue to be bound by confidentiality agreements even after termination.

20. Grievance and Discipline:

The Employer maintains procedures for addressing employee grievances, conducting internal investigations, and implementing progressive discipline.

• Option A: These procedures are outlined in the Employer's employee handbook.

21. Governing Law and Venue:

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

• Option A: Any legal action or proceeding arising out of or relating to this Agreement shall be brought in the appropriate state or federal court located in Wyoming.
• Option B: The parties agree to attempt to resolve any disputes through mediation prior to initiating legal action.

22. ADA Reasonable Accommodation:

The Employer is committed to providing reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act (ADA) and Wyoming law.

• Option A: The Employee is encouraged to request any necessary accommodations through the HR department.

23. Labor Law Postings:

The Employee acknowledges that the Employer is required to post and communicate labor law rights, including OSHA, Wyoming Minimum Wage, and anti-discrimination posters.

• Option A: The Employee, as HR Assistant, will be responsible for ensuring compliance with these posting requirements.

24. Certifications and Continuing Education:

If applicable, the Employee shall maintain any required certifications or credentials, or participate in continuing education, as a condition of employment.

• Option A: The Employer may reimburse the Employee for reasonable continuing education expenses, subject to company policy.

25. Digital and Physical Records Management:

The Employee shall be responsible for the preservation and protection of digital and physical HR records in accordance with Wyoming's electronic records management standards for private employers.

• Option A: The Employee shall adhere to the Employer's record retention policy.

26. Amendment:

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

• Option A: The Employer reserves the right to modify its policies and procedures from time to time.

27. Integration Clause:

This Agreement constitutes the entire agreement between the parties with respect to the subject matter hereof and supersedes all prior or contemporaneous communications and proposals, whether oral or written.

28. Severability Clause:

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

29. Waiver:

No waiver of any provision of this Agreement shall be effective unless in writing and signed by the waiving party.

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

[Employer Full Legal Name]

By: [Employer Authorized Representative Name]

Title: [Employer Authorized Representative Title]

Date: [Date]

[Employee Full Legal Name]

Signature: ____________________________

Date: [Date]