[{"data":1,"prerenderedAt":515},["ShallowReactive",2],{"document-file-clerk-job-description-D11654":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":25,"breadcrumb":29,"related":33,"customDescModule":174,"customdescription":6,"mdFm":175,"mdProseHtml":514},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"JOB DESCRIPTION FILE CLERK Brief description The position of file clerk consists of filling correspondence, cards, invoices, receipts, and other records in alphabetical or numerical order or according to the filing system used, and locating and removing material from files when requested. 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The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":90,"description":6},"employment agreement_at will employee",[92,94,97],{"label":18,"url":93},"human-resources",{"label":95,"url":96},"Hire an Employee","hire-employee",{"label":98,"url":99},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":9,"extension":10,"preview":105,"thumb":106,"svgFrame":107,"seoMetadata":108,"parents":110,"keywords":109,"url":113},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":109,"description":6},"job offer letter long",[111,112],{"label":18,"url":93},{"label":95,"url":96},"/template/job-offer-letter-long-D12769",{"description":115,"descriptionCustom":6,"label":116,"pages":117,"size":118,"extension":10,"preview":119,"thumb":120,"svgFrame":121,"seoMetadata":122,"parents":123,"keywords":128,"url":129},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. 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NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. 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Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[155],{"label":156,"url":157},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":161,"descriptionCustom":6,"label":162,"pages":8,"size":9,"extension":10,"preview":163,"thumb":164,"svgFrame":165,"seoMetadata":166,"parents":168,"keywords":167,"url":173},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":167,"description":6},"employee dismissal letter",[169,170],{"label":18,"url":93},{"label":171,"url":172},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",false,{"seo":176,"reviewer":188,"quick_facts":192,"at_a_glance":195,"personas":199,"variants":224,"glossary":252,"clauses":286,"how_to_fill":337,"common_mistakes":378,"faqs":403,"industries":431,"comparisons":448,"diy_vs_lawyer":459,"jurisdictions":472,"related_template_ids_curated":493,"schema":502,"classification":503},{"meta_title":177,"meta_description":178,"primary_keyword":15,"secondary_keywords":179},"File Clerk Job Description Template | BIB","Free file clerk job description template covering duties, qualifications, reporting structure, and compensation.",[180,181,182,183,184,185,186,187],"file clerk job description template","file clerk duties and responsibilities","records clerk job description","filing clerk job description template word","file clerk job description free download","administrative file clerk responsibilities","document management clerk job description","file clerk position description",{"name":189,"credential":190,"reviewed_date":191},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":193,"legal_review_recommended":194,"signature_required":194},"medium",true,{"what_it_is":196,"when_you_need_it":197,"whats_inside":198},"A File Clerk Job Description is a binding employment document that defines the duties, qualifications, reporting structure, and performance expectations for a file clerk or records management position. This free Word download is fully editable online — customize the role scope, required skills, and compensation details, then export as PDF for use in job postings, offer packages, or personnel files.\n","Use it when hiring a new file clerk, formalizing an existing records management role, or updating position requirements to reflect changes in document workflows, compliance obligations, or department structure. It is also required when the job description forms part of an employment contract or is referenced in an offer letter.\n","Position title and department, reporting hierarchy, core duties and responsibilities, required and preferred qualifications, physical and technical requirements, compensation range, and equal opportunity statement. The document also covers performance standards and confidentiality obligations tied to records handling.\n",[200,204,208,212,216,220],{"title":201,"use_case":202,"icon_asset_id":203},"HR managers","Standardizing file clerk role definitions across departments before posting","persona-hr-manager",{"title":205,"use_case":206,"icon_asset_id":207},"Small business owners","Formalizing a first administrative hire with clear documented duties","persona-small-business-owner",{"title":209,"use_case":210,"icon_asset_id":211},"Office managers","Replacing an informal role description with a signed, enforceable document","persona-office-manager",{"title":213,"use_case":214,"icon_asset_id":215},"Legal and compliance officers","Ensuring records management duties meet regulatory documentation standards","persona-legal-counsel",{"title":217,"use_case":218,"icon_asset_id":219},"Healthcare administrators","Defining HIPAA-compliant file handling duties for medical records clerks","persona-healthcare-admin",{"title":221,"use_case":222,"icon_asset_id":223},"Government and municipal employers","Meeting civil service requirements for documented position classifications","persona-government-employer",[225,228,232,236,240,244,248],{"situation":226,"recommended_template":7,"slug":227},"Hiring a general administrative file clerk for a small office","file-clerk-job-description-D11654",{"situation":229,"recommended_template":230,"slug":231},"Defining a records management role with supervisory responsibilities","Records Manager Job Description","account-manager-job-description-D13506",{"situation":233,"recommended_template":234,"slug":235},"Posting a medical records clerk role in a healthcare setting","Medical Records Clerk Job Description","medical-assistant-job-description-D13521",{"situation":237,"recommended_template":238,"slug":239},"Describing a legal file clerk role at a law firm","Legal Secretary Job Description","executive-secretary-job-description-D11653",{"situation":241,"recommended_template":242,"slug":243},"Hiring a data entry clerk with document scanning duties","Data Entry Clerk Job Description","data-entry-keyer-job-description-D11643",{"situation":245,"recommended_template":246,"slug":247},"Creating a full employment agreement for the hired candidate","Employment Contract","employment-agreement_at-will-employee-D541",{"situation":249,"recommended_template":250,"slug":251},"Issuing a formal offer after the job description is accepted","Job Offer Letter","job-offer-letter-long-D12769",[253,256,259,262,265,268,271,274,277,280,283],{"term":254,"definition":255},"Position Classification","A formal grouping of a job role by scope, responsibilities, and pay grade used for payroll, HR administration, and compliance purposes.",{"term":257,"definition":258},"Reporting Structure","The defined chain of authority indicating whom the employee reports to and, if applicable, who reports to them.",{"term":260,"definition":261},"Essential Functions","The core duties a position exists to perform — legally significant because they determine reasonable accommodation obligations under disability law.",{"term":263,"definition":264},"FLSA Classification","The US Fair Labor Standards Act designation of a role as exempt or non-exempt, determining overtime pay eligibility.",{"term":266,"definition":267},"Physical Requirements","Documented physical demands of the role — such as lifting weight limits or prolonged sitting — required for ADA compliance and workers' compensation purposes.",{"term":269,"definition":270},"Records Retention Policy","An organizational or legally mandated schedule specifying how long different document types must be kept and how they must be disposed of.",{"term":272,"definition":273},"Confidentiality Obligation","A duty to protect sensitive information encountered during work, enforceable through the employment agreement or a standalone NDA.",{"term":275,"definition":276},"At-Will Employment","An employment relationship that either party may end at any time for any lawful reason — the default in most US states.",{"term":278,"definition":279},"Equal Opportunity Statement","A declaration that the employer does not discriminate based on protected characteristics, required in job postings under federal and many state laws.",{"term":281,"definition":282},"Probationary Period","A defined initial employment window — typically 30 to 90 days — during which performance is evaluated with reduced formalities for separation.",{"term":284,"definition":285},"ADA Reasonable Accommodation","A modification to the work environment or job duties that allows a qualified individual with a disability to perform the essential functions of the role.",[287,292,297,302,307,312,317,322,327,332],{"name":288,"plain_english":289,"sample_language":290,"common_mistake":291},"Position Title, Department, and Classification","States the official job title, the department the role sits in, whether it is full-time or part-time, and its FLSA exempt or non-exempt status.","Position Title: File Clerk | Department: [DEPARTMENT NAME] | Employment Type: Full-Time / Part-Time | FLSA Status: Non-Exempt | Reports To: [SUPERVISOR TITLE]","Omitting the FLSA classification. If a non-exempt file clerk is misclassified as exempt, the employer owes back overtime pay plus penalties under federal and most state laws.",{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Position Summary","A 2–4 sentence overview of the role's purpose, the types of records involved, and how the position supports the organization.","The File Clerk is responsible for organizing, maintaining, and retrieving physical and digital records for [COMPANY NAME]. This role supports the [DEPARTMENT] team by ensuring accurate document filing, timely retrieval, and compliance with the company's records retention policy.","Writing a position summary so generic that it applies to any administrative role. Vague summaries fail to attract qualified candidates and weaken performance management documentation.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Essential Duties and Responsibilities","An itemized list of the primary tasks the employee is expected to perform regularly — these are legally significant for ADA accommodation analysis.","Essential duties include: (1) filing and retrieving physical and electronic documents per established procedures; (2) maintaining file index and tracking systems; (3) scanning, labeling, and archiving records per [RETENTION POLICY NAME]; (4) responding to document requests within [X] business days.","Mixing essential functions with marginal tasks on the same list. This obscures which duties are genuinely required, complicating ADA accommodation requests and disciplinary proceedings.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Required Qualifications","Minimum education, experience, certifications, and technical skills an applicant must have to be considered for the role.","High school diploma or equivalent required. Minimum [X] years of experience in a filing or administrative support role. Proficiency in [SOFTWARE/DMS PLATFORM]. Demonstrated ability to maintain confidentiality of sensitive records.","Listing education or experience requirements that exceed what the role actually demands. Inflated requirements can constitute disparate impact discrimination and reduce the qualified applicant pool unnecessarily.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Preferred Qualifications","Skills and experience that are advantageous but not mandatory — used to differentiate candidates after minimum qualifications are met.","Associate degree in office administration or related field preferred. Experience with [SPECIFIC DMS, e.g., FileHold, OpenText, or SharePoint]. Familiarity with [INDUSTRY]-specific records retention schedules.","Not separating required from preferred qualifications. Candidates who lack a preferred skill often self-screen out, causing the employer to miss strong applicants.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Physical and Environmental Requirements","Documents the physical demands of the job — lifting limits, prolonged sitting or standing, and environmental conditions — required for workers' compensation and ADA compliance.","This role requires the ability to lift and carry up to [X] lbs of file boxes, sit for extended periods, and perform repetitive motions including sorting, labeling, and keyboard entry. Work is performed in a standard office environment.","Omitting physical requirements entirely. Without documentation, the employer loses the ability to demonstrate that a physical task is an essential function when an accommodation request arises.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Confidentiality and Data Handling Obligations","States the employee's duty to protect the confidentiality of records encountered during the role and references any applicable privacy policies or legal standards.","Employee shall maintain strict confidentiality of all records, documents, and information accessed in the course of employment. Disclosure of confidential information to unauthorized parties is grounds for immediate termination. Employee acknowledges compliance with [COMPANY] Privacy Policy and applicable law, including [HIPAA / FERPA / GDPR] where applicable.","Referencing a specific policy version by name and date inside the job description. When the policy is updated, the description may reference a superseded version, creating a compliance gap.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Compensation and Benefits","States the pay range, pay frequency, and benefit eligibility for the position — required in several jurisdictions and strongly recommended in all.","Hourly Rate: $[X.XX]–$[X.XX] per hour, commensurate with experience. Pay Frequency: Bi-weekly. Eligible for: [HEALTH / DENTAL / VISION / 401(K) / PTO] per Company benefits program in effect from time to time.","Omitting the pay range in states and cities that mandate salary transparency (California, Colorado, New York, Washington). Non-compliance results in job posting penalties and civil exposure.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"Equal Opportunity and Accommodation Statement","The employer's declaration that it does not discriminate based on protected characteristics and that reasonable accommodations are available upon request.","[COMPANY NAME] is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, or any other protected characteristic. Applicants requiring reasonable accommodation to participate in the hiring process should contact [HR CONTACT].","Using an outdated EEO statement that omits protected classes added by recent federal guidance or applicable state law — such as sexual orientation, gender identity, or veteran status.",{"name":333,"plain_english":334,"sample_language":335,"common_mistake":336},"Acknowledgment and Signature Block","Confirms the employee has read, understood, and accepted the job description as an accurate representation of the role — creating a record for performance management and legal purposes.","By signing below, Employee acknowledges receipt and review of this Job Description and agrees it accurately reflects the duties and expectations of the position. Employee: _______________ Date: ________ | Supervisor: _______________ Date: ________","Treating the job description as an informal reference document and never collecting a signature. Without a signed acknowledgment, the employer cannot rely on the description in a performance improvement plan, disciplinary action, or wrongful termination defense.",[338,343,348,353,358,363,368,373],{"step":339,"title":340,"description":341,"tip":342},1,"Enter the position details and classification","Fill in the official job title, department, full-time or part-time status, FLSA classification (non-exempt for file clerks in almost all cases), and the direct supervisor's title.","Confirm the FLSA classification with payroll before publishing — non-exempt status means the role earns overtime at 1.5× the regular rate for hours over 40 per week.",{"step":344,"title":345,"description":346,"tip":347},2,"Write a specific position summary","Draft a 2–4 sentence overview describing what the role does, the types of records involved (physical, digital, or both), and which department or function it supports.","Name the specific document management system or filing method used — 'maintains SharePoint library' is more useful to candidates than 'manages electronic records.'",{"step":349,"title":350,"description":351,"tip":352},3,"List essential duties with measurable specifics","Itemize the primary responsibilities using action verbs. Where possible, include volume or turnaround expectations — such as 'processes an average of [X] document requests per day' or 'maintains files for a department of [X] staff.'","Limit the essential duties list to 8–12 items. A list of 20 tasks makes every duty look marginal and weakens ADA accommodation analysis.",{"step":354,"title":355,"description":356,"tip":357},4,"Define required and preferred qualifications separately","List minimum qualifications that are genuinely necessary for the role — high school diploma, typing speed, DMS familiarity — and then list preferred qualifications in a separate block.","If your organization is subject to OFCCP regulations, ensure that education and experience requirements are documented as job-related and consistent with business necessity.",{"step":359,"title":360,"description":361,"tip":362},5,"Document physical requirements accurately","Record the specific physical demands — maximum lifting weight, duration of sitting or standing, visual acuity for reading small print — based on what the role actually requires, not generic boilerplate.","Conduct a brief walk-through of the file room with the hiring manager before completing this section — physical realities of specific filing environments vary significantly.",{"step":364,"title":365,"description":366,"tip":367},6,"Insert the pay range and benefits","Enter the hourly rate range and list applicable benefits by category. Reference the benefits plan generally rather than specifying coverage levels, which change annually.","Check whether your posting location requires pay transparency disclosure — California, Colorado, New York City, and Washington state all mandate a pay range on job postings.",{"step":369,"title":370,"description":371,"tip":372},7,"Add the confidentiality and data-handling clause","Reference the applicable privacy framework — HIPAA for healthcare, FERPA for education, GDPR for EU operations — without quoting the policy in full. Link to or attach the current policy separately.","For roles handling personally identifiable information, include a line requiring the employee to complete the company's data privacy training within the first 30 days.",{"step":374,"title":375,"description":376,"tip":377},8,"Collect signatures before or on the first day","Have both the employee and the direct supervisor sign and date the acknowledgment block. File the original in the employee's personnel file and provide a copy to the employee.","Collect the signature as part of the new-hire onboarding packet — bundling it with the offer letter, I-9, and tax forms reduces the risk of it being overlooked.",[379,383,387,391,395,399],{"mistake":380,"why_it_matters":381,"fix":382},"Omitting FLSA classification","Misclassifying a file clerk as exempt removes overtime pay protections. The Department of Labor can assess back wages for up to three years plus an equal amount in liquidated damages.","Confirm non-exempt status with HR or payroll before finalizing the document, and include the classification explicitly in the position details block.",{"mistake":384,"why_it_matters":385,"fix":386},"Mixing essential and marginal duties","When every task appears on the same list, courts and the EEOC cannot determine which functions define the role — weakening the employer's position in ADA accommodation disputes and disciplinary proceedings.","Separate the duties section into 'Essential Functions' and 'Additional Responsibilities' so the core job definition is unambiguous.",{"mistake":388,"why_it_matters":389,"fix":390},"Skipping the signature acknowledgment","Without a signed copy, an employee facing disciplinary action can credibly claim they were unaware of the documented expectations — removing the description's value as a performance management tool.","Collect a signed acknowledgment as part of onboarding, before or on day one, and retain the original in the personnel file.",{"mistake":392,"why_it_matters":393,"fix":394},"Omitting pay range in transparency-law jurisdictions","California, Colorado, New York, and Washington require employers to disclose pay ranges on job postings or upon request. Non-compliance carries civil penalties and opens the employer to pay equity claims.","Check the pay transparency laws for each state or city where the role will be posted or performed, and include a compliant salary range in the compensation section.",{"mistake":396,"why_it_matters":397,"fix":398},"Using inflated education or experience requirements","Requiring a bachelor's degree for a role that needs only a high school diploma and filing experience can constitute disparate impact discrimination under Title VII and EEOC guidelines.","Audit each qualification against what the role actually requires. If a requirement cannot be justified as job-related, remove or downgrade it to preferred.",{"mistake":400,"why_it_matters":401,"fix":402},"Copying an outdated EEO statement","An EEO statement that omits protected classes added by recent federal guidance — such as sexual orientation and gender identity under Bostock v. Clayton County — exposes the employer to discrimination claims.","Review and update the EEO statement annually against current EEOC guidance and applicable state and local anti-discrimination laws.",[404,407,410,413,416,419,422,425,428],{"question":405,"answer":406},"What is a file clerk job description?","A file clerk job description is a formal document that defines the duties, qualifications, reporting structure, and performance expectations for a records management or filing role. It serves as the basis for job postings, offer letters, employment contracts, and performance reviews. When signed by both employer and employee, it creates a documented record of agreed expectations enforceable in performance management and, if necessary, legal proceedings.\n",{"question":408,"answer":409},"What are the main duties of a file clerk?","A file clerk's core duties typically include organizing and maintaining physical and digital records, retrieving documents on request within defined turnaround times, labeling and indexing files per the company's retention schedule, scanning and archiving paper records, and disposing of records in compliance with applicable retention policies. In regulated industries, duties may also include maintaining chain-of-custody logs and enforcing access controls on sensitive files.\n",{"question":411,"answer":412},"Is a file clerk job description a legally binding document?","A signed file clerk job description is generally considered part of the employment relationship and can be enforceable as a component of an employment contract, particularly when it is incorporated by reference into a signed offer letter or employment agreement. It is binding as a documented record of role expectations in performance management, ADA accommodation analysis, and wrongful termination defense. Consider having an employment lawyer review it before use in heavily regulated industries or jurisdictions.\n",{"question":414,"answer":415},"What qualifications should a file clerk have?","At minimum, most file clerk roles require a high school diploma or equivalent, basic computer proficiency, familiarity with a document management system, and demonstrated ability to maintain confidentiality. Roles in healthcare, legal, or government settings typically require knowledge of sector-specific records regulations such as HIPAA, FERPA, or public records laws. Preferred qualifications often include an associate degree in office administration and experience with specific DMS platforms such as SharePoint or FileHold.\n",{"question":417,"answer":418},"Should a file clerk job description include a pay range?","Yes — and in several jurisdictions it is legally required. California, Colorado, New York, and Washington state mandate pay range disclosure on job postings or upon candidate request. Even where not legally required, including a pay range attracts better-qualified candidates, reduces time-to-hire, and supports pay equity compliance. Express the range as an hourly rate since file clerk roles are almost universally classified as non-exempt under the FLSA.\n",{"question":420,"answer":421},"What is the difference between a file clerk job description and an employment contract?","A job description defines the scope and expectations of a role — duties, qualifications, and performance standards. An employment contract governs the legal terms of the employment relationship — compensation, IP assignment, confidentiality, non-compete, termination, and severance. A job description is typically incorporated by reference into the employment contract or attached as a schedule. Relying on a job description alone leaves the employer without enforceable restrictive covenants or termination terms.\n",{"question":423,"answer":424},"How often should a file clerk job description be updated?","Review it whenever the role's core duties change materially — new document management systems, added regulatory compliance obligations, or a shift from physical to digital records. At minimum, audit the document annually during performance review cycles to confirm it accurately reflects current expectations. Each time it is updated, collect a new signed acknowledgment from the incumbent employee.\n",{"question":426,"answer":427},"Do I need a lawyer to create a file clerk job description?","For most straightforward administrative roles, a high-quality template is sufficient. Consider engaging an employment lawyer when the role involves handling regulated personal data (HIPAA, FERPA, GDPR), when the description will be incorporated into a complex employment agreement, when the employer operates in multiple states with conflicting pay transparency or anti-discrimination laws, or when the role description is being challenged in an ADA accommodation or EEOC proceeding.\n",{"question":429,"answer":430},"What physical requirements should be documented for a file clerk?","Document the maximum lifting weight required (commonly 20–40 lbs for file boxes), the extent of prolonged sitting or standing, repetitive motion requirements (sorting, labeling, keyboard entry), and any environmental conditions such as working in a storage area with variable temperature. Accurate physical requirements documentation is essential for ADA reasonable accommodation analysis and for setting the scope of a workers' compensation claim if an injury occurs on the job.\n",[432,436,440,444],{"industry":433,"icon_asset_id":434,"specifics":435},"Healthcare","industry-healthtech","Medical records clerks must handle HIPAA-compliant filing, maintain chain-of-custody for patient records, and follow facility-specific retention schedules — all requiring explicit documentation in the job description.",{"industry":437,"icon_asset_id":438,"specifics":439},"Legal Services","industry-professional-services","Law firm file clerks manage privileged documents and court filing deadlines, making confidentiality obligations and document-handling accuracy standards critical clauses in the description.",{"industry":441,"icon_asset_id":442,"specifics":443},"Government and Public Sector","industry-government","Civil service and municipal employers must align job descriptions with position classification systems, public records laws, and union contract terms governing duties and pay grades.",{"industry":445,"icon_asset_id":446,"specifics":447},"Financial Services","industry-fintech","Records clerks in banking and insurance handle documents subject to SEC, FINRA, or state insurance department retention requirements, making compliance-referenced duty language and access-control responsibilities essential.",[449,451,453,456],{"vs":246,"vs_template_id":247,"summary":450},"A job description defines the scope of a role — what the employee is expected to do, what qualifications are required, and how performance is measured. An employment contract governs the legal terms of the relationship — IP, confidentiality, non-compete, termination, and severance. A job description is typically attached as a schedule to the employment contract; it is not a substitute for one. Use both: the job description sets expectations; the contract creates enforceable obligations.",{"vs":250,"vs_template_id":251,"summary":452},"A job offer letter confirms the position, start date, and compensation to secure a candidate's acceptance. A job description is the detailed operational document defining duties and qualifications. The offer letter references the job description; it does not replace it. Sending only an offer letter without an attached job description leaves performance expectations undocumented from day one.",{"vs":116,"vs_template_id":454,"summary":455},"employee-handbook-D712","An employee handbook covers company-wide policies — attendance, conduct, benefits, and workplace standards — that apply to all employees. A job description is specific to a single role and defines its unique duties and qualifications. Both should be provided at onboarding, but they serve different purposes: the handbook sets the rules; the job description sets the role.",{"vs":147,"vs_template_id":457,"summary":458},"independent-contractor-agreement-D160","A contractor agreement engages a self-employed individual for defined project work without employment entitlements. A file clerk job description establishes an employer-employee relationship with corresponding wage, overtime, and benefits obligations. Using a job description format with a contractor signals an employment relationship to the IRS and Department of Labor — misclassification penalties can run to back taxes plus equal liquidated damages.",{"use_template":460,"template_plus_review":464,"custom_drafted":468},{"best_for":461,"cost":462,"time":463},"Standard office, administrative, or general business file clerk roles in a single US state or Canadian province","Free","20–30 minutes",{"best_for":465,"cost":466,"time":467},"Roles involving regulated personal data (HIPAA, FERPA, GDPR), multi-state postings, or descriptions incorporated into formal employment contracts","$150–$400","1–2 days",{"best_for":469,"cost":470,"time":471},"Government or civil service positions, unionized workplaces, heavily regulated industries, or roles subject to OFCCP compliance requirements","$500–$1,500+","3–7 days",[473,478,483,488],{"code":474,"name":475,"flag_asset_id":476,"note":477},"us","United States","flag-us","File clerk roles are almost universally non-exempt under the FLSA, requiring overtime pay at 1.5× the regular rate for hours over 40 per week. Several states and cities — including California, Colorado, New York, and Washington — require pay range disclosure on job postings. ADA essential functions documentation is legally significant for accommodation analysis. EEOC guidance requires that qualification standards be job-related and consistent with business necessity.",{"code":479,"name":480,"flag_asset_id":481,"note":482},"ca","Canada","flag-ca","Provincial employment standards acts govern minimum wage, overtime thresholds, and termination notice for administrative roles. Quebec employers must provide job descriptions in French for provincially regulated workplaces. Pay equity legislation in Ontario and other provinces may require formal job evaluation of the file clerk role relative to male-dominated comparators. Privacy obligations under PIPEDA apply to employees handling personal information.",{"code":484,"name":485,"flag_asset_id":486,"note":487},"uk","United Kingdom","flag-uk","Employers must provide a written statement of employment particulars — which incorporates the job description — on or before the first day of work under the Employment Rights Act 1996. File clerk roles typically fall below the National Living Wage threshold for senior exemptions, making correct wage classification essential. UK Equality Act 2010 requires that essential requirements be proportionate and justified. GDPR-aligned UK data protection obligations apply to any role handling personal data records.",{"code":489,"name":490,"flag_asset_id":491,"note":492},"eu","European Union","flag-eu","The EU Transparent and Predictable Working Conditions Directive requires written terms — including a description of duties — to be provided within seven days of hire. GDPR obligations must be explicitly acknowledged in the job description for any role processing personal data, and data handling duties should reference the employer's Records of Processing Activities. Works council consultation may be required in Germany, France, and the Netherlands before finalizing a new position description.",[247,251,454,494,457,495,496,497,498,499,500,501],"non-disclosure-agreement-nda-D12692","employee-dismissal-letter-D508","fixed-term-contract-D13225","employment-agreement-executive-D543","remote-work-agreement-D13282","temporary-employment-contract-D12734","how-to-review-employee-performance-D12595","checklist-new-employee-onboarding-D13617",{"emit_how_to":194,"emit_defined_term":194},{"primary_folder":93,"secondary_folder":504,"document_type":505,"industry":506,"business_stage":507,"tags":508,"confidence":513},"job-descriptions","form","general","all-stages",[509,510,505,511,512],"hiring","hr","job-description","records-management",0.95,"\u003Ch2>What is a File Clerk Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>File Clerk Job Description\u003C/strong> is a formal employment document that defines the duties, qualifications, reporting structure, physical requirements, and performance expectations for a records management or filing role. It functions as both an internal HR instrument and a binding reference document incorporated into the employment relationship — establishing what the employer expects the employee to do, what qualifications are required to do it, and how performance will be measured. When signed by the employee and a company representative, it creates a documented record that supports performance management, ADA accommodation analysis, and, where necessary, disciplinary or legal proceedings.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Operating without a signed file clerk job description creates compounding risk across four areas. First, without documented essential functions, an employer cannot effectively respond to an ADA accommodation request — courts look to the written job description as the authoritative record of what the role requires. Second, omitting FLSA classification in writing makes overtime disputes harder to defend; the Department of Labor can assess back wages for up to three years. Third, in California, Colorado, New York, and Washington, publishing a job posting without a pay range violates state law and exposes the employer to civil penalties. Fourth, a file clerk who handles HIPAA-regulated medical records, FERPA-governed student files, or GDPR-covered personal data without documented confidentiality obligations creates compliance gaps that regulators and plaintiffs' attorneys will exploit. This template closes all four gaps in under 30 minutes — giving you a legally defensible, jurisdiction-aware foundation for every file clerk hire you make.\u003C/p>\n",1778773455043]