[{"data":1,"prerenderedAt":523},["ShallowReactive",2],{"document-general-and-operations-manager-job-description-D11659":3},{"document":4,"label":24,"preview":11,"thumb":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":34,"customDescModule":176,"customdescription":6,"mdFm":177,"mdProseHtml":522},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"JOB DESCRIPTION GENERAL AND OPERATIONS MANAGER Brief description The position of general and operation manager consists of planning, directing, or coordinating the operations of companies or public and private sector organizations. Tasks",null,"General and Operations Manager Job Description","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/general-and-operations-manager-job-description-D11659.png","https://templates.business-in-a-box.com/imgs/250px/11659.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#11659.xml",{"title":15,"description":6},"general and operations manager job description",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Job Descriptions","/templates/job-descriptions/","general operations manager job description","General and Operations Manager Job Description Template","https://templates.business-in-a-box.com/imgs/400px/11659.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":21,"url":22},[35,39,43,47,51,55,59,63,67,71,75,79,83,102,115,130,145,160],{"label":36,"url":37,"thumb":38,"extension":10},"General Manager Job Description","/template/general-manager-job-description-D13547","https://templates.business-in-a-box.com/imgs/250px/13547.png",{"label":40,"url":41,"thumb":42,"extension":10},"Director Of Operations Job Description","/template/director-of-operations-job-description-D13485","https://templates.business-in-a-box.com/imgs/250px/13485.png",{"label":44,"url":45,"thumb":46,"extension":10},"Interview Guide General and Operations Manager","/template/interview-guide-general-and-operations-manager-D11591","https://templates.business-in-a-box.com/imgs/250px/11591.png",{"label":48,"url":49,"thumb":50,"extension":10},"Food Service Manager (General Manager, Restaurant) Job Description","/template/food-service-manager-(general-manager-restaurant)-job-description-D11658","https://templates.business-in-a-box.com/imgs/250px/11658.png",{"label":52,"url":53,"thumb":54,"extension":10},"VP of Operations Job Description","/template/vp-of-operations-job-description-D13580","https://templates.business-in-a-box.com/imgs/250px/13580.png",{"label":56,"url":57,"thumb":58,"extension":10},"Account Manager Job Description","/template/account-manager-job-description-D13506","https://templates.business-in-a-box.com/imgs/250px/13506.png",{"label":60,"url":61,"thumb":62,"extension":10},"IT Manager Job Description","/template/it-manager-job-description-D13553","https://templates.business-in-a-box.com/imgs/250px/13553.png",{"label":64,"url":65,"thumb":66,"extension":10},"Product Manager Job Description","/template/product-manager-job-description-D13565","https://templates.business-in-a-box.com/imgs/250px/13565.png",{"label":68,"url":69,"thumb":70,"extension":10},"Program Manager Job Description","/template/program-manager-job-description-D13567","https://templates.business-in-a-box.com/imgs/250px/13567.png",{"label":72,"url":73,"thumb":74,"extension":10},"Project Manager Job Description","/template/project-manager-job-description-D13031","https://templates.business-in-a-box.com/imgs/250px/13031.png",{"label":76,"url":77,"thumb":78,"extension":10},"Property Manager Job Description","/template/property-manager-job-description-D13569","https://templates.business-in-a-box.com/imgs/250px/13569.png",{"label":80,"url":81,"thumb":82,"extension":10},"Office Manager Job Description","/template/office-manager-job-description-D13522","https://templates.business-in-a-box.com/imgs/250px/13522.png",{"description":84,"descriptionCustom":6,"label":85,"pages":86,"size":9,"extension":10,"preview":87,"thumb":88,"svgFrame":89,"seoMetadata":90,"parents":92,"keywords":91,"url":101},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. 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":91,"description":6},"employment agreement_at will employee",[93,95,98],{"label":18,"url":94},"human-resources",{"label":96,"url":97},"Hire an Employee","hire-employee",{"label":99,"url":100},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":103,"descriptionCustom":6,"label":104,"pages":105,"size":9,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":111,"keywords":110,"url":114},"[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":110,"description":6},"job offer letter long",[112,113],{"label":18,"url":94},{"label":96,"url":97},"/template/job-offer-letter-long-D12769",{"description":116,"descriptionCustom":6,"label":117,"pages":118,"size":119,"extension":10,"preview":120,"thumb":121,"svgFrame":122,"seoMetadata":123,"parents":124,"keywords":128,"url":129},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[125,126,127],{"label":18,"url":94},{"label":96,"url":97},{"label":99,"url":100},"employment agreement executive","/template/employment-agreement-executive-D543",{"description":131,"descriptionCustom":6,"label":132,"pages":133,"size":134,"extension":10,"preview":135,"thumb":136,"svgFrame":137,"seoMetadata":138,"parents":139,"keywords":143,"url":144},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. 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},[140],{"label":141,"url":142},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":146,"descriptionCustom":6,"label":147,"pages":148,"size":9,"extension":10,"preview":149,"thumb":150,"svgFrame":151,"seoMetadata":152,"parents":154,"keywords":153,"url":159},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. 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. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":153,"description":6},"non disclosure agreement nda",[155,156],{"label":99,"url":100},{"label":157,"url":158},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":161,"descriptionCustom":6,"label":162,"pages":163,"size":164,"extension":10,"preview":165,"thumb":166,"svgFrame":167,"seoMetadata":168,"parents":169,"keywords":174,"url":175},"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. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[170,171],{"label":18,"url":94},{"label":172,"url":173},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":178,"reviewer":188,"legal_disclaimer":192,"quick_facts":193,"at_a_glance":195,"personas":199,"variants":224,"glossary":252,"clauses":283,"how_to_fill":334,"common_mistakes":375,"faqs":400,"industries":428,"comparisons":453,"diy_vs_lawyer":466,"jurisdictions":479,"related_template_ids_curated":500,"schema":509,"classification":510},{"meta_title":179,"meta_description":180,"primary_keyword":15,"secondary_keywords":181},"General And Operations Manager Job Description | BIB","Free General and Operations Manager job description template. Covers duties, qualifications, reporting structure, and compensation.",[182,183,184,185,186,187],"operations manager job description template","operations manager duties and responsibilities","general and operations manager job description word","operations manager job description free","operations manager role template","general manager responsibilities template",{"name":189,"credential":190,"reviewed_date":191},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":194,"legal_review_recommended":192,"signature_required":192,"notarization_required":176},"medium",{"what_it_is":196,"when_you_need_it":197,"whats_inside":198},"A General and Operations Manager Job Description is a formal document that defines the scope, duties, reporting structure, qualifications, and compensation expectations for a senior management role responsible for overseeing day-to-day business operations. This free Word download gives you a structured, legally grounded starting point you can edit online and export as PDF to attach to an employment offer or post on job boards.\n","Use it when hiring or promoting into a General or Operations Manager role, when restructuring reporting lines, or when formalizing an existing manager's responsibilities to reduce ambiguity about authority and accountability.\n","Role summary, core duties and responsibilities, authority and reporting structure, performance standards, required and preferred qualifications, compensation and benefits overview, work schedule and travel requirements, and acknowledgment signature block.\n",[200,204,208,212,216,220],{"title":201,"use_case":202,"icon_asset_id":203},"HR managers","Standardizing senior management role definitions across multiple departments","persona-hr-manager",{"title":205,"use_case":206,"icon_asset_id":207},"Small business owners","Hiring a first operations manager to formalize daily business oversight","persona-small-business-owner",{"title":209,"use_case":210,"icon_asset_id":211},"Startup founders","Defining operational leadership expectations before the company scales","persona-startup-founder",{"title":213,"use_case":214,"icon_asset_id":215},"Operations directors","Documenting scope of authority for a newly created general manager role","persona-operations-director",{"title":217,"use_case":218,"icon_asset_id":219},"Staffing agencies","Placing candidates into operations management roles on behalf of client employers","persona-staffing-agency",{"title":221,"use_case":222,"icon_asset_id":223},"Corporate legal teams","Ensuring job descriptions meet equal-opportunity and labor compliance requirements","persona-corporate-legal",[225,229,233,237,241,245,248],{"situation":226,"recommended_template":227,"slug":228},"Hiring a general manager for a single retail or service location","Store General Manager Job Description","general-manager-job-description-D13547",{"situation":230,"recommended_template":231,"slug":232},"Defining an operations role limited to supply chain and logistics","Supply Chain Manager Job Description","supply-chain-manager-job-description-D13403",{"situation":234,"recommended_template":235,"slug":236},"Onboarding a C-suite Chief Operating Officer with board accountability","Chief Operating Officer Job Description","chief-operating-officer-job-description-D13538",{"situation":238,"recommended_template":239,"slug":240},"Hiring a plant or facility manager in a manufacturing setting","Plant Manager Job Description","account-manager-job-description-D13506",{"situation":242,"recommended_template":243,"slug":244},"Defining an entry-level operations coordinator role","Operations Coordinator Job Description","hr-coordinator-job-description-D13549",{"situation":246,"recommended_template":132,"slug":247},"Creating a job description for a project-based operations contractor","independent-contractor-agreement-D160",{"situation":249,"recommended_template":250,"slug":251},"Formalizing the full employment relationship after the description is accepted","Employment Contract","employment-agreement_at-will-employee-D541",[253,256,259,262,265,268,271,274,277,280],{"term":254,"definition":255},"Job Description","A formal document listing the duties, qualifications, reporting relationships, and performance expectations for a specific role within an organization.",{"term":257,"definition":258},"Scope of Authority","The boundaries of a manager's decision-making power — which actions they may take unilaterally, which require approval, and what budget they control.",{"term":260,"definition":261},"KPIs (Key Performance Indicators)","Quantifiable metrics used to evaluate whether a role holder is achieving the objectives set out in the job description.",{"term":263,"definition":264},"Exempt vs. Non-Exempt","US FLSA classification determining overtime eligibility — exempt employees (typically salaried managers) are not entitled to overtime pay; non-exempt employees must receive 1.5× their rate for hours over 40 per week.",{"term":266,"definition":267},"At-Will Employment","A US employment doctrine allowing either the employer or employee to end the working relationship at any time for any lawful reason without cause.",{"term":269,"definition":270},"BFOQ (Bona Fide Occupational Qualification)","A legally recognized requirement that an employee must meet to perform a job — the only basis on which an otherwise protected characteristic may be used in a hiring decision.",{"term":272,"definition":273},"Reporting Structure","The defined chain of command showing who a role reports to directly and who reports to the role holder.",{"term":275,"definition":276},"Direct Reports","Employees who report directly to the manager named in the job description, whose performance the manager is accountable for overseeing.",{"term":278,"definition":279},"Total Compensation","All forms of pay and benefits received by an employee — base salary, bonus, equity, health benefits, retirement contributions, and perquisites combined.",{"term":281,"definition":282},"FLSA (Fair Labor Standards Act)","The US federal law establishing minimum wage, overtime pay, recordkeeping, and child-labor standards applicable to most private and public employers.",[284,289,294,299,304,309,314,319,324,329],{"name":285,"plain_english":286,"sample_language":287,"common_mistake":288},"Role Summary and Purpose","A 3–5 sentence overview of why the role exists, what business problem it solves, and how it fits within the organization's leadership structure.","The General and Operations Manager is responsible for overseeing the daily operations of [COMPANY NAME], ensuring that business functions across [DEPARTMENTS] are executed efficiently, on budget, and in alignment with company objectives as directed by [REPORTING TITLE].","Writing a role summary that duplicates the job title without explaining context — hiring managers and candidates cannot assess fit, and courts cannot assess whether duties match compensation classification.",{"name":290,"plain_english":291,"sample_language":292,"common_mistake":293},"Core Duties and Responsibilities","A numbered or bulleted list of the primary tasks the role holder is accountable for — typically 8–15 specific actions, not vague aspirations.","Responsibilities include: (1) overseeing daily operations across [DEPARTMENTS]; (2) managing a team of [NUMBER] direct reports; (3) monitoring and reporting on KPIs including [METRIC 1] and [METRIC 2]; (4) managing an operational budget of up to $[AMOUNT]; (5) identifying and implementing process improvements.","Using purely aspirational language ('champion a culture of excellence') with no measurable responsibilities. Vague duties make performance management and lawful termination for cause significantly harder to defend.",{"name":295,"plain_english":296,"sample_language":297,"common_mistake":298},"Reporting Structure and Authority","States who the role reports to, who reports to the role holder, and the limits of independent decision-making authority — especially budget approval thresholds.","This role reports directly to [TITLE / CEO / COO]. The General and Operations Manager has direct authority over the following teams: [LIST]. Expenditures up to $[AMOUNT] may be approved independently; expenditures above this threshold require approval from [TITLE].","Omitting budget authority thresholds. Without a stated approval limit, the manager may commit the company to significant expenditures the employer did not intend to authorize.",{"name":300,"plain_english":301,"sample_language":302,"common_mistake":303},"Performance Standards and KPIs","Defines the measurable outcomes by which the role holder's success will be evaluated — typically tied to cost reduction targets, throughput, customer satisfaction scores, or headcount metrics.","Performance will be evaluated quarterly against: (a) operational cost variance within [X]% of budget; (b) on-time delivery rate of [X]%; (c) employee retention rate of [X]% within direct reports; (d) customer satisfaction score above [X].","Listing no performance standards at all. Without documented metrics, annual reviews become subjective, and termination for poor performance is difficult to defend against wrongful-dismissal claims.",{"name":305,"plain_english":306,"sample_language":307,"common_mistake":308},"Required Qualifications","The minimum education, experience, certifications, and skills an applicant must possess — these must be directly tied to the job's legitimate requirements to comply with anti-discrimination law.","Required: Bachelor's degree in Business Administration, Operations Management, or a related field; minimum [X] years of progressive management experience in [INDUSTRY]; demonstrated experience managing teams of [X]+ employees; proficiency in [TOOLS / SYSTEMS].","Requiring a four-year degree for a role that does not genuinely require it. Courts and the EEOC have found blanket degree requirements that screen out protected classes — without operational justification — can constitute disparate impact discrimination.",{"name":310,"plain_english":311,"sample_language":312,"common_mistake":313},"Preferred Qualifications","Secondary attributes that differentiate stronger candidates but are not grounds for disqualification — MBA, specific industry certifications, bilingual ability, or experience with particular software.","Preferred: MBA or graduate degree in a related field; [CERTIFICATION] certification; experience in [SPECIFIC INDUSTRY]; proficiency in [SOFTWARE PLATFORM]; bilingual fluency in [LANGUAGE].","Listing preferred qualifications that are indistinguishable from required qualifications. When every preferred item appears in the required list, the distinction loses legal meaning and confuses applicants.",{"name":315,"plain_english":316,"sample_language":317,"common_mistake":318},"Compensation, Benefits, and Classification","States the salary range or pay grade, bonus eligibility, benefit enrollment, FLSA classification, and whether the role is full-time, part-time, or contract.","Compensation: $[MIN] – $[MAX] annually, commensurate with experience. Bonus: eligible for up to [X]% of base salary annually. Classification: Exempt, Full-Time. Benefits: health, dental, and vision insurance; [X] days PTO; 401(k) with [X]% employer match.","Omitting the salary range entirely in jurisdictions that legally require disclosure. Colorado, New York, California, and Washington mandate pay-range disclosure in job postings — non-compliance results in regulatory penalties.",{"name":320,"plain_english":321,"sample_language":322,"common_mistake":323},"Work Schedule, Location, and Travel","Specifies whether the role is on-site, remote, or hybrid; standard working hours; and any travel requirement expressed as a percentage or frequency.","This is a full-time, on-site role based at [LOCATION]. Standard hours are Monday–Friday, [START TIME]–[END TIME]. Up to [X]% travel may be required to visit [CLIENT SITES / BRANCH LOCATIONS / VENDORS].","Not stating travel requirements upfront. An employee who later refuses a required travel obligation — undisclosed in the job description — may have grounds to treat the demand as a unilateral change to their employment terms.",{"name":325,"plain_english":326,"sample_language":327,"common_mistake":328},"Equal Employment Opportunity Statement","A legally required declaration that the employer does not discriminate on the basis of protected characteristics in hiring, compensation, promotion, or any other term of employment.","[COMPANY NAME] is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable federal, state, or local law.","Using a generic EEO statement that does not include all protected characteristics required by the jurisdiction's applicable laws — state and local laws frequently extend beyond federal EEOC protections.",{"name":330,"plain_english":331,"sample_language":332,"common_mistake":333},"Acknowledgment and Signature Block","A section where the employee or candidate acknowledges they have read, understood, and received a copy of the job description — with date and signature lines for both parties.","I, [EMPLOYEE NAME], acknowledge that I have received, read, and understood this job description. I understand that this document is not a contract of employment and that my duties may be modified by [COMPANY NAME] with reasonable notice. Signature: __________ Date: __________","Omitting the disclaimer that the job description is not an employment contract. Without it, a detailed job description can be construed as an implied contract of employment in some jurisdictions.",[335,340,345,350,355,360,365,370],{"step":336,"title":337,"description":338,"tip":339},1,"Define the role's purpose in the organizational context","Write a 3–5 sentence role summary that explains why this position exists, which business function it oversees, and to whom it is accountable. Avoid restating the job title.","Align the role summary with the language in your existing org chart — inconsistencies between documents can create authority disputes later.",{"step":341,"title":342,"description":343,"tip":344},2,"List specific, measurable responsibilities","Write 8–12 concrete duties using action verbs — 'manages,' 'approves,' 'monitors,' 'reports.' Tie each duty to a business outcome or system where possible.","Group duties by function (e.g., financial oversight, team management, vendor relations) to make the description easier for candidates to scan and for courts to evaluate.",{"step":346,"title":347,"description":348,"tip":349},3,"Set the reporting structure and authority limits","Name the direct supervisor title, list the teams or positions that report to this role, and state the independent budget approval threshold in dollar terms.","A budget authority clause protects the company from unauthorized expenditures — use a specific dollar figure, not a vague phrase like 'reasonable expenses.'",{"step":351,"title":352,"description":353,"tip":354},4,"Define performance standards and KPIs","Add at least three to five quantifiable performance indicators with baseline targets. Tie them to the core responsibilities listed in step 2.","Use KPIs that are already tracked in your existing reporting systems — a KPI you cannot measure is unenforceable in a performance-improvement context.",{"step":356,"title":357,"description":358,"tip":359},5,"Draft required and preferred qualifications separately","List only qualifications with a direct, demonstrable connection to the job's duties under 'Required.' Everything else goes under 'Preferred.' Review each requirement against EEOC guidance on disparate impact.","Have HR or legal review the qualifications list before publishing — blanket degree or experience requirements with no operational justification are the most common source of EEOC complaints on job postings.",{"step":361,"title":362,"description":363,"tip":364},6,"Enter compensation, classification, and benefits","State the salary range, FLSA classification (exempt or non-exempt), bonus structure, and benefits summary. Check your jurisdiction's pay-transparency disclosure requirements before publishing.","Exempt classification for an operations manager is standard under the FLSA executive exemption, but confirm the salary meets the current federal threshold ($684/week as of 2025) and any higher state minimum.",{"step":366,"title":367,"description":368,"tip":369},7,"Add the EEO statement and signature block","Insert your organization's standard EEO statement and add signature lines for both the employer representative and the employee or candidate. Include the 'not a contract' disclaimer above the signature.","Collect the signed acknowledgment before the employee's first day — it closes the loop on notice that they received and understood the role expectations.",{"step":371,"title":372,"description":373,"tip":374},8,"Review with legal or HR before posting or issuing","Have a legal or HR professional review the final document against federal, state or provincial, and local employment laws applicable to your jurisdiction before posting the role or attaching it to an offer.","In jurisdictions requiring pay-range disclosure (CO, NY, CA, WA), publishing without a range exposes the company to regulatory complaints — even for internal postings.",[376,380,384,388,392,396],{"mistake":377,"why_it_matters":378,"fix":379},"Omitting the 'not a contract' disclaimer","A detailed job description with specific duties and compensation can be interpreted as an implied employment contract in some jurisdictions, limiting the employer's ability to modify duties or terminate at will.","Add a clear disclaimer above the signature block: 'This job description is not a contract of employment and may be modified by [COMPANY NAME] at any time with reasonable notice.'",{"mistake":381,"why_it_matters":382,"fix":383},"Using vague, aspirational duties with no measurable outputs","Performance management and termination for cause both depend on documented, specific expectations — aspirational language ('drive operational excellence') provides no legal or managerial footing.","Replace aspirational phrases with action verbs tied to specific systems or metrics: 'Manages a $[X] operational budget and reports monthly variance to the CFO.'",{"mistake":385,"why_it_matters":386,"fix":387},"Publishing without a pay range in a pay-transparency jurisdiction","Colorado, California, New York, and Washington require salary ranges in job postings. Non-compliant postings generate regulatory complaints and can result in fines starting at $500 per violation.","Check the work location against current pay-transparency laws and include a salary range before posting. When hiring remotely, apply the most restrictive jurisdiction's rules.",{"mistake":389,"why_it_matters":390,"fix":391},"Setting degree requirements without operational justification","A blanket four-year degree requirement that disproportionately screens out a protected class without a bona fide operational basis constitutes potential disparate impact discrimination under Title VII.","State the specific knowledge or skill the degree requirement is a proxy for, and consider whether equivalent experience satisfies the same need — e.g., 'Bachelor's degree or 7+ years of equivalent management experience.'",{"mistake":393,"why_it_matters":394,"fix":395},"Not documenting budget authority thresholds","Without a stated approval limit, a general or operations manager may commit to vendor contracts, capital expenditures, or hiring decisions the employer did not intend to authorize.","Add a single sentence in the reporting structure section: 'The role holder may approve expenditures up to $[AMOUNT] independently; amounts above this threshold require written approval from [TITLE].'",{"mistake":397,"why_it_matters":398,"fix":399},"Skipping the acknowledgment signature block","Without a signed acknowledgment, the employer cannot demonstrate the employee received and understood the job description — weakening performance management and potential for-cause termination cases.","Add signature lines for the employee and an HR or management representative, collect them before the start date, and file the signed copy in the employee's personnel file.",[401,404,407,410,413,416,419,422,425],{"question":402,"answer":403},"What does a General and Operations Manager do?","A General and Operations Manager oversees the daily operational functions of a business — coordinating across departments such as finance, HR, production, and logistics to ensure the organization runs efficiently and meets its performance targets. They typically manage direct reports, control an operational budget, report to senior leadership, and are accountable for measurable outcomes like cost variance, throughput, and staff retention. The scope varies by company size, but the role is consistently one of the most cross-functional in any organization.\n",{"question":405,"answer":406},"Is a job description a legally binding document?","A job description is not typically a binding contract of employment on its own — but it can create implied obligations if drafted carelessly. In some jurisdictions, courts have found that detailed descriptions with specific compensation and duties amount to an implied contract, limiting the employer's flexibility to modify the role or terminate the employee. Including a clear 'not a contract' disclaimer and pairing the job description with a formal employment agreement closes this gap.\n",{"question":408,"answer":409},"What qualifications should I require for a General and Operations Manager?","Most employers require a bachelor's degree in business, operations, or a related field and a minimum of 5–10 years of progressive management experience. Required qualifications should have a direct, demonstrable connection to the role's duties to avoid disparate impact discrimination claims. Preferred qualifications might include an MBA, relevant industry certifications, or specific software proficiency. Always review requirements against EEOC guidance before posting.\n",{"question":411,"answer":412},"Do I need to disclose salary in a job description?","In an increasing number of US states — including Colorado, California, New York, and Washington — pay transparency laws require employers to include a salary range in any public job posting. Even for internal postings, some states require disclosure. In Canada, Ontario and British Columbia have introduced pay transparency requirements. Check the applicable laws for every jurisdiction in which the role may be filled before publishing.\n",{"question":414,"answer":415},"Can I modify a job description after the employee is hired?","In most at-will jurisdictions, an employer can modify duties and responsibilities with reasonable notice, provided the changes are not so dramatic as to constitute constructive dismissal. Including a clause in the job description and employment contract that explicitly reserves the employer's right to modify duties with notice — and having the employee sign the acknowledgment — protects the employer's flexibility. In Canada and the UK, material changes without consent may constitute a breach of contract.\n",{"question":417,"answer":418},"What is the difference between a General Manager and a Chief Operating Officer?","A General and Operations Manager typically oversees day-to-day operational execution within a defined scope — a division, location, or function. A Chief Operating Officer (COO) is a C-suite executive with company-wide operational authority, typically reporting to the CEO and accountable to the board. The COO role involves strategic leadership, executive team management, and often investor or board accountability that falls outside the general manager's remit.\n",{"question":420,"answer":421},"What FLSA classification applies to a General and Operations Manager?","A General and Operations Manager typically qualifies for the FLSA executive exemption — meaning the role is classified as exempt from overtime requirements — provided the employee is paid on a salary basis of at least $684 per week (the 2025 federal threshold), their primary duty is managing the enterprise or a recognized department, they customarily direct two or more employees, and they have authority to hire, fire, or provide meaningful input into such decisions. Always verify classification with HR or legal counsel, as some states impose higher salary thresholds.\n",{"question":423,"answer":424},"Should the job description be attached to the employment contract?","Yes, attaching the signed job description to the employment contract — or referencing it as a schedule — creates a complete record of the agreed role expectations. This is especially important for a senior management role where duties, authority, and KPIs are material to compensation and performance evaluations. Have both documents signed before the employee's start date to ensure the acknowledgment constitutes valid consideration in common-law jurisdictions.\n",{"question":426,"answer":427},"How often should a General and Operations Manager job description be updated?","Review and update the job description at least annually or whenever there is a material change to the role's duties, reporting structure, compensation, or required qualifications. Stale job descriptions that no longer reflect actual duties create risk in performance reviews, termination proceedings, and EEOC audits. Collect a new signed acknowledgment from the employee each time a material update is made.\n",[429,433,437,441,445,449],{"industry":430,"icon_asset_id":431,"specifics":432},"Manufacturing","industry-manufacturing","Emphasis on production throughput, shift scheduling, safety compliance, and supplier management within a defined plant or facility scope.",{"industry":434,"icon_asset_id":435,"specifics":436},"Retail and E-commerce","industry-retail","Multi-location oversight, inventory management, loss prevention, and customer experience KPIs tied to same-store sales performance.",{"industry":438,"icon_asset_id":439,"specifics":440},"Healthcare","industry-healthtech","Regulatory compliance with HIPAA and Joint Commission standards, credentialing oversight, and coordination across clinical and administrative departments.",{"industry":442,"icon_asset_id":443,"specifics":444},"Professional Services","industry-professional-services","Billable utilization targets, practice group coordination, client delivery oversight, and staff development requirements specific to licensed professionals.",{"industry":446,"icon_asset_id":447,"specifics":448},"Hospitality and Food Service","industry-food-beverage","Revenue-per-available-room or covers-per-service metrics, health code compliance, and high-turnover workforce management across front- and back-of-house teams.",{"industry":450,"icon_asset_id":451,"specifics":452},"Technology and SaaS","industry-saas","Cross-functional coordination between engineering, product, and customer success; vendor and infrastructure cost management; and remote or distributed team oversight.",[454,456,460,462],{"vs":250,"vs_template_id":251,"summary":455},"An employment contract is a legally binding agreement governing the entire employment relationship — compensation, IP assignment, non-compete, confidentiality, and termination. A job description defines the scope of the role and performance expectations. The job description is typically attached to the employment contract as a schedule, not used in its place. Relying on a job description alone leaves critical legal protections unaddressed.",{"vs":457,"vs_template_id":458,"summary":459},"Executive Employment Agreement","employment-agreement-executive-D543","An executive employment agreement governs C-suite hires with equity, enhanced severance, change-of-control provisions, and board accountability. A General and Operations Manager job description is appropriate for senior operational roles that fall below C-suite level. For COO or VP-Operations hires with equity and material severance exposure, an executive agreement should be used alongside the job description.",{"vs":132,"vs_template_id":247,"summary":461},"An independent contractor agreement engages a self-employed individual for project-based operational work without creating an employment relationship. A job description is used for employees — it establishes duties, reporting lines, and performance standards that imply the behavioral control characteristic of employment. Using a job description with a contractor can be evidence of misclassification.",{"vs":463,"vs_template_id":464,"summary":465},"Offer Letter","job-offer-letter-long-D12769","An offer letter confirms compensation and role title to secure a candidate's acceptance. A job description provides the full scope of duties, authority, qualifications, and performance expectations. Both documents should be issued together — the offer letter references the job description, and the signed acknowledgment confirms the candidate received and understood the full role expectations before starting.",{"use_template":467,"template_plus_review":471,"custom_drafted":475},{"best_for":468,"cost":469,"time":470},"Small businesses and HR teams hiring standard operational management roles in a single US state or Canadian province","Free","30–60 minutes",{"best_for":472,"cost":473,"time":474},"Multi-state or cross-border roles, companies in pay-transparency jurisdictions, or roles with significant budget authority","$200–$500 for an HR or employment counsel review","1–3 days",{"best_for":476,"cost":477,"time":478},"Regulated industries (healthcare, financial services), senior roles with equity or complex authority structures, or companies with documented EEOC exposure","$500–$2,000+","1–2 weeks",[480,485,490,495],{"code":481,"name":482,"flag_asset_id":483,"note":484},"us","United States","flag-us","The FLSA executive exemption covers most General and Operations Managers if the salary threshold ($684/week federally as of 2025) is met and management is the primary duty. Several states — California, New York, Colorado, and Washington — impose higher salary thresholds and mandatory pay-range disclosure in job postings. EEOC guidance requires that all stated qualifications be job-related and consistent with business necessity to avoid disparate impact liability.",{"code":486,"name":487,"flag_asset_id":488,"note":489},"ca","Canada","flag-ca","Canadian provinces set their own employment standards governing overtime exemptions for managers — in Ontario, a manager exempt from overtime must have genuine supervisory authority, not merely a managerial title. British Columbia and Ontario have enacted pay-transparency legislation requiring salary ranges in publicly posted positions. Quebec requires all employment documents issued to provincially regulated employees to be available in French.",{"code":491,"name":492,"flag_asset_id":493,"note":494},"uk","United Kingdom","flag-uk","UK employers must provide a written statement of particulars — which may reference a job description — on or before the employee's first day under the Employment Rights Act 1996. Job descriptions should avoid language that could constitute indirect discrimination under the Equality Act 2010. The Working Time Regulations 1998 limit average weekly hours to 48 unless the employee opts out, which is relevant for senior operational roles with variable schedules.",{"code":496,"name":497,"flag_asset_id":498,"note":499},"eu","European Union","flag-eu","The EU Transparent and Predictable Working Conditions Directive requires employers to provide written information about the job — including duties and remuneration — within seven calendar days of the start date. Many member states, including Germany and France, have works council consultation obligations before a new management role is created or materially changed. Pay transparency obligations under EU Directive 2023/970 require employers to disclose salary ranges in job postings starting in 2026.",[251,464,458,247,501,502,503,504,505,506,507,508],"non-disclosure-agreement-nda-D12692","employee-handbook-D712","employee-dismissal-letter-D508","how-to-create-a-performance-improvement-plan-D12564","remote-work-agreement-D13282","fixed-term-contract-D13225","general-non-compete-agreement-D882","organizational-chart-D12674",{"emit_how_to":192,"emit_defined_term":192},{"primary_folder":94,"secondary_folder":511,"document_type":512,"industry":513,"business_stage":514,"tags":515,"confidence":521},"job-descriptions","form","general","all-stages",[516,517,518,519,520],"hiring","operations","management","employment","job-description",0.95,"\u003Ch2>What is a General and Operations Manager Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>General and Operations Manager Job Description\u003C/strong> is a formal document that defines the scope, duties, reporting structure, qualifications, and performance expectations for a senior management role responsible for overseeing the day-to-day operational functions of a business or division. It identifies the role's place in the organizational hierarchy, establishes the limits of independent authority — including budget approval thresholds — and sets the measurable KPIs against which the role holder will be evaluated. Unlike a casual summary, a properly drafted job description creates a documented baseline for performance management, supports lawful termination for cause, and satisfies the written disclosure obligations that apply in an increasing number of jurisdictions.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written, signed job description, an operations or general manager hire operates in a documented vacuum that creates risk on three fronts simultaneously. First, undefined authority thresholds expose the company to unauthorized expenditures — a manager who has never been told their approval limit may commit to vendor contracts or capital purchases the company cannot absorb. Second, the absence of documented KPIs and duties makes performance management and termination for cause difficult to defend against wrongful-dismissal claims, particularly in Canada and the UK where common-law notice entitlements are substantial. Third, in Colorado, California, New York, and Washington, job postings without a salary range violate pay-transparency laws that carry fines per non-compliant listing. This template gives you a legally grounded, editable starting point that closes all three gaps — so the first conversation about performance, authority, or compensation has a written document to anchor it.\u003C/p>\n",1778773455223]