[{"data":1,"prerenderedAt":514},["ShallowReactive",2],{"document-it-manager-job-description-D13553":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":34,"customDescModule":176,"customdescription":6,"mdFm":177,"mdProseHtml":513},{"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 IT MANAGER Brief Description The position of IT Manager at [COMPANY NAME] involves leading and overseeing the organization's IT operations, infrastructure, and technology solutions. As an IT Manager, you will be responsible for managing a team of IT professionals, implementing IT policies and procedures, and ensuring the smooth functioning of the company's technology systems. You will collaborate with cross-functional teams to align IT strategies with business goals and support overall business operations. Tasks Lead and manage the IT team, including recruitment, training, performance management, and professional development. Oversee the design, implementation, and maintenance of the company's IT infrastructure, including networks, servers, and systems. Develop and implement IT policies, procedures, and security protocols to ensure data protection and information security. Collaborate with other departments to identify technology needs and develop IT solutions that support business objectives. Monitor IT performance, conduct regular audits, and optimize IT systems and processes for efficiency and reliability. Manage IT budgets, expenditures, and vendor relationships, ensuring cost-effectiveness and compliance. Stay updated with industry trends, emerging technologies, and best practices in IT management, and proactively recommend innovative approaches. Provide IT support and troubleshooting assistance to end-users and resolve IT-related issues in a timely manner. Ensure compliance with data privacy regulations, IT governance standards, and industry certifications. Develop and maintain disaster recovery and business continuity plans to safeguard critical IT systems and data. Qualifications and Requirements Bachelor's degree in computer science, information technology, or a related field. 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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":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":106,"extension":10,"preview":107,"thumb":108,"svgFrame":109,"seoMetadata":110,"parents":111,"keywords":115,"url":116},"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},[112],{"label":113,"url":114},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":118,"descriptionCustom":6,"label":119,"pages":120,"size":9,"extension":10,"preview":121,"thumb":122,"svgFrame":123,"seoMetadata":124,"parents":126,"keywords":125,"url":129},"[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":125,"description":6},"job offer letter long",[127,128],{"label":18,"url":94},{"label":96,"url":97},"/template/job-offer-letter-long-D12769",{"description":131,"descriptionCustom":6,"label":132,"pages":133,"size":9,"extension":10,"preview":134,"thumb":135,"svgFrame":136,"seoMetadata":137,"parents":139,"keywords":138,"url":144},"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":138,"description":6},"non disclosure agreement nda",[140,141],{"label":99,"url":100},{"label":142,"url":143},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":146,"descriptionCustom":6,"label":147,"pages":148,"size":149,"extension":10,"preview":150,"thumb":151,"svgFrame":152,"seoMetadata":153,"parents":154,"keywords":159,"url":160},"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},[155,156],{"label":18,"url":94},{"label":157,"url":158},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",{"description":162,"descriptionCustom":6,"label":163,"pages":164,"size":165,"extension":10,"preview":166,"thumb":167,"svgFrame":168,"seoMetadata":169,"parents":170,"keywords":174,"url":175},"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},[171,172,173],{"label":18,"url":94},{"label":96,"url":97},{"label":99,"url":100},"employment agreement executive","/template/employment-agreement-executive-D543",false,{"seo":178,"reviewer":190,"legal_disclaimer":194,"quick_facts":195,"at_a_glance":197,"personas":201,"variants":226,"glossary":252,"clauses":286,"how_to_fill":332,"common_mistakes":373,"faqs":398,"industries":426,"comparisons":443,"diy_vs_lawyer":455,"jurisdictions":468,"related_template_ids_curated":489,"schema":500,"classification":501},{"meta_title":179,"meta_description":180,"primary_keyword":181,"secondary_keywords":182},"IT Manager Job Description Template (Free Word)","Free IT Manager Job Description template covering responsibilities, qualifications, reporting structure, and employment terms. Used in 190+ countries. Free Word and PDF download.","it manager job description template",[15,183,184,185,186,187,188,189],"information technology manager job description","it manager job description word","it manager job description free","it manager responsibilities template","it manager duties and qualifications","technology manager job description template","it department manager job posting",{"name":191,"credential":192,"reviewed_date":193},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":196,"legal_review_recommended":194,"signature_required":194,"notarization_required":176},"medium",{"what_it_is":198,"when_you_need_it":199,"whats_inside":200},"An IT Manager Job Description is a binding employment document that defines the scope, responsibilities, qualifications, reporting relationships, and performance expectations for an Information Technology Manager role. This free Word download gives you a professionally structured template you can edit online and export as PDF — covering everything from infrastructure oversight to team leadership and vendor management in a single document.\n","Use it when hiring a new IT Manager, restructuring an existing technology leadership role, or establishing a documented baseline for performance reviews and employment contracts. It is also essential when posting the role publicly to ensure compliance with equal-employment obligations and to attract qualified candidates.\n","Role summary and objectives, core duties and responsibilities, technical and leadership competency requirements, educational and certification qualifications, reporting structure, employment type and compensation range, performance metrics, and acknowledgment signature block.\n",[202,206,210,214,218,222],{"title":203,"use_case":204,"icon_asset_id":205},"HR managers and recruiters","Creating a legally compliant job posting for an open IT Manager position","persona-hr-manager",{"title":207,"use_case":208,"icon_asset_id":209},"Small business owners","Formalizing the IT Manager role as the company's first dedicated technology hire","persona-small-business-owner",{"title":211,"use_case":212,"icon_asset_id":213},"COOs and operations directors","Redefining IT Manager duties after a reorganization or technology stack change","persona-operations-director",{"title":215,"use_case":216,"icon_asset_id":217},"Startup founders","Establishing clear scope and accountability for a technical leadership hire","persona-startup-founder",{"title":219,"use_case":220,"icon_asset_id":221},"IT directors and CIOs","Standardizing job descriptions across multiple IT Manager positions in different departments","persona-ceo",{"title":223,"use_case":224,"icon_asset_id":225},"Staffing agencies","Issuing a role-specific job description to a client employer for a placed IT Manager candidate","persona-staffing-agency",[227,231,235,239,242,245,248],{"situation":228,"recommended_template":229,"slug":230},"Hiring a senior IT leader responsible for enterprise-wide strategy","IT Director Job Description","it-manager-job-description-D13553",{"situation":232,"recommended_template":233,"slug":234},"Recruiting a hands-on technical administrator rather than a manager","Systems Administrator Job Description","systems-administrator-job-description-D13576",{"situation":236,"recommended_template":237,"slug":238},"Posting a role focused exclusively on cybersecurity oversight","Information Security Manager Job Description","information-security-policy-D13552",{"situation":240,"recommended_template":36,"slug":241},"Hiring an IT project lead for a fixed-term implementation","it-project-manager-job-description-D11665",{"situation":243,"recommended_template":244,"slug":230},"Defining responsibilities for a help-desk or technical support lead","IT Support Manager Job Description",{"situation":246,"recommended_template":104,"slug":247},"Engaging an IT consultant on a contract basis rather than as an employee","independent-contractor-agreement-D160",{"situation":249,"recommended_template":250,"slug":251},"Onboarding the selected IT Manager candidate into employment","Employment Contract","employment-agreement_at-will-employee-D541",[253,256,259,262,265,268,271,274,277,280,283],{"term":254,"definition":255},"Job Description","A written document that defines the duties, responsibilities, required qualifications, and reporting relationships for a specific position within an organization.",{"term":257,"definition":258},"Essential Functions","The core duties that are fundamental to a role — as opposed to marginal tasks — and that must be performed with or without reasonable accommodation under disability law.",{"term":260,"definition":261},"Reporting Structure","The formal chain of command identifying who the IT Manager reports to and which staff or teams report to the IT Manager.",{"term":263,"definition":264},"FLSA Classification","A US designation under the Fair Labor Standards Act indicating whether a role is exempt or non-exempt from overtime pay requirements; IT Managers typically qualify as exempt under the executive or administrative exemption.",{"term":266,"definition":267},"KPIs (Key Performance Indicators)","Measurable targets used to evaluate the IT Manager's effectiveness — such as system uptime percentage, mean time to resolve incidents, or project delivery rate.",{"term":269,"definition":270},"SLA (Service Level Agreement)","A documented commitment to a specific level of IT service performance, such as 99.9% uptime or a 4-hour incident response time.",{"term":272,"definition":273},"ITIL (Information Technology Infrastructure Library)","A globally recognized framework of best practices for IT service management, commonly listed as a required or preferred qualification for IT Managers.",{"term":275,"definition":276},"Vendor Management","The process of overseeing third-party technology suppliers — negotiating contracts, monitoring performance, and managing renewals — a core IT Manager responsibility.",{"term":278,"definition":279},"Reasonable Accommodation","A modification to a job, work environment, or the way a task is performed that enables a qualified individual with a disability to perform the essential functions of the role.",{"term":281,"definition":282},"At-Will Employment","An employment arrangement in most US states where either party may end the relationship at any time for any lawful reason; a job description does not itself create a contract to the contrary.",{"term":284,"definition":285},"Equal Employment Opportunity (EEO)","The legal obligation to consider all applicants regardless of race, color, religion, sex, national origin, age, disability, or genetic information when using a job description to recruit.",[287,292,297,302,307,312,317,322,327],{"name":288,"plain_english":289,"sample_language":290,"common_mistake":291},"Role Summary and Objectives","A concise overview of what the IT Manager does, why the role exists, and the primary outcomes the organization expects the person to deliver.","[COMPANY NAME] is seeking an experienced IT Manager to lead and oversee the day-to-day operations of the technology infrastructure, ensure systems reliability, and align IT initiatives with [COMPANY NAME]'s strategic business objectives.","Writing a generic summary copied from a public job board without referencing the company's specific technology environment — candidates cannot assess fit, and the document provides no baseline for performance management.",{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Core Duties and Responsibilities","A structured list of the primary tasks the IT Manager is accountable for, written as action-verb statements to satisfy legal 'essential functions' standards under disability law.","Manage and maintain all network infrastructure, servers, and end-user systems; oversee the IT helpdesk team of [NUMBER] technicians; develop and enforce IT security policies; manage vendor contracts with [VENDOR TYPES]; and report system performance metrics to [REPORTING TITLE] on a [FREQUENCY] basis.","Omitting the word 'essential' and mixing marginal tasks with core duties. Under the ADA and equivalent statutes, only essential functions can be used to disqualify a candidate with a disability — an undifferentiated list creates legal exposure.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Technical Competency Requirements","The specific technologies, platforms, certifications, and technical skills the role requires, separated into required versus preferred to support fair hiring decisions.","Required: [X]+ years managing [OS / PLATFORM / NETWORK TYPE] environments; proficiency in [TOOL A, TOOL B]. Preferred: ITIL v4 certification; experience with [CLOUD PLATFORM]; familiarity with [SECURITY FRAMEWORK].","Listing every conceivable technology as 'required' rather than distinguishing required from preferred — this artificially narrows the candidate pool and may screen out protected-class candidates disproportionately, creating disparate-impact liability.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Leadership and Soft-Skill Competencies","Behavioral and interpersonal qualifications — team leadership, vendor negotiation, stakeholder communication, budget management — that define how the role is performed, not just what is performed.","Demonstrated ability to lead a team of [NUMBER]+ technical staff; strong written and verbal communication skills for cross-functional collaboration with [DEPARTMENT A, DEPARTMENT B]; experience managing IT budgets of $[AMOUNT]+ annually.","Omitting leadership competencies entirely for a management role. A job description that only lists technical skills is incomplete and fails to set behavioral performance expectations enforceable in a PIP or disciplinary process.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Educational and Certification Qualifications","The minimum education level and professional certifications required or preferred, with a statement that equivalent experience may substitute — reducing legal exposure around credential requirements.","Bachelor's degree in Information Technology, Computer Science, or a related field required, or equivalent combination of education and [X]+ years of progressive IT experience. Preferred certifications: [CERTIFICATION A], [CERTIFICATION B].","Requiring a specific degree without adding an equivalency clause. Courts and regulators scrutinize degree requirements that lack business necessity — omitting the equivalency option increases disparate-impact risk.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Reporting Structure and Authority","States who the IT Manager reports to, which positions or teams report to the IT Manager, and the scope of their hiring, firing, and budgetary authority.","The IT Manager reports directly to the [CTO / COO / VP of Operations]. Direct reports include [TITLE A], [TITLE B], and [TITLE C]. The IT Manager has authority to approve purchases up to $[AMOUNT] and to initiate disciplinary actions subject to HR review.","Leaving reporting lines vague or omitting budget authority. Without documented authority limits, the IT Manager either escalates every minor decision — creating bottlenecks — or acts beyond their authority, creating unauthorized contract or spending exposure.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Performance Metrics and SLAs","Defines measurable outcomes the IT Manager is accountable for — uptime targets, incident response times, project delivery rates, and budget adherence — establishing the objective basis for performance reviews.","IT Manager is accountable for maintaining system uptime of [X]% or greater, achieving a mean-time-to-resolve of [X] hours for Priority 1 incidents, delivering [X]% of approved IT projects on schedule and within [X]% of budget.","No metrics clause at all. Without documented KPIs, performance improvement plans and terminations for underperformance become purely subjective and are easier to challenge as discriminatory or retaliatory.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Physical and Environmental Requirements","Documents any physical demands of the role — such as lifting server equipment, working in a data center environment, or on-call availability — to satisfy ADA essential-functions disclosure requirements.","This role requires the ability to lift and move equipment weighing up to [X] lbs on an occasional basis, work in a server room environment with temperatures as low as [X]°F, and participate in an on-call rotation of [FREQUENCY].","Skipping this clause for an IT Manager role on the assumption that it is a desk job. On-call requirements and data center access are physical and scheduling demands that must be disclosed to support ADA accommodation decisions.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"EEO Statement and Acknowledgment","A standard equal-employment opportunity statement affirming non-discrimination in hiring, plus a signature block where the selected candidate acknowledges receipt and understanding of the job description.","[COMPANY NAME] is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or veteran status. By signing below, I acknowledge that I have read, understood, and received a copy of this Job Description. Employee Signature: _______________ Date: _______________","Omitting the acknowledgment signature block. Without a signed acknowledgment, the employer cannot prove the employee was informed of their duties — undermining disciplinary actions and wrongful-termination defenses.",[333,338,343,348,353,358,363,368],{"step":334,"title":335,"description":336,"tip":337},1,"Define the company context and technology environment","Fill in the company name, industry, and a brief description of the IT environment — number of users, core systems, cloud vs. on-premises infrastructure, and any compliance frameworks (SOC 2, HIPAA, ISO 27001) the manager must support.","Specific environment details reduce unqualified applicants by 30–40% and give the hired manager a documented baseline for their first 90-day plan.",{"step":339,"title":340,"description":341,"tip":342},2,"List essential functions using action verbs","Write each core duty starting with an action verb (Manage, Oversee, Develop, Enforce, Monitor). Separate essential functions from occasional or marginal tasks. Aim for 8–12 essential functions — enough to be comprehensive without being exhaustive.","Run the list by the hiring manager and the outgoing IT lead (if applicable) to confirm nothing critical is missing before the role is posted.",{"step":344,"title":345,"description":346,"tip":347},3,"Separate required from preferred qualifications","Label each technical skill and certification as Required or Preferred. Required qualifications must be genuinely necessary for day-one performance; Preferred qualifications are value-adds that tip the decision between otherwise equal candidates.","Add an equivalency clause — 'or equivalent combination of education and experience' — to every educational requirement to reduce disparate-impact legal exposure.",{"step":349,"title":350,"description":351,"tip":352},4,"Set the reporting structure and authority limits","Name the specific title the IT Manager reports to, list direct-report titles or team names, and state the dollar threshold for independent purchase approvals. Do not leave authority limits to informal understanding.","If the company is in a growth phase and reporting lines may change, add a clause stating 'or as otherwise designated by [TITLE]' to avoid amendment obligations on every reorganization.",{"step":354,"title":355,"description":356,"tip":357},5,"Enter measurable performance metrics","Insert specific KPIs — uptime percentage, mean time to resolve, project on-time delivery rate, and budget variance tolerance. These metrics should match the SLAs in the company's IT service management policy.","Align the KPIs in the job description with those in the company's ITSM platform so reporting is automated and auditable from day one.",{"step":359,"title":360,"description":361,"tip":362},6,"Add physical requirements and on-call terms","Document any lifting requirements, data center access, travel expectations, and on-call rotation schedule. These disclosures support ADA accommodation decisions and set scheduling expectations before hire.","Quantify on-call expectations precisely — 'one week in four on a rotating basis' is enforceable; 'as needed' is not and will generate resentment and retention problems.",{"step":364,"title":365,"description":366,"tip":367},7,"Include the EEO statement and acknowledgment block","Paste the company's standard EEO statement into the footer. Add a signature line for the selected candidate to sign before or on their first day, acknowledging receipt and understanding of the job description.","File the signed acknowledgment in the employee's HR record — it is a primary exhibit in wrongful-termination and failure-to-accommodate defenses.",{"step":369,"title":370,"description":371,"tip":372},8,"Review with HR and legal before posting","Have HR confirm the FLSA exempt/non-exempt classification and verify the qualifications list against current EEO guidance. For roles in California, New York, or Colorado, confirm salary range disclosure requirements before publishing the posting.","A 30-minute HR review before posting costs nothing; an EEOC charge or state agency complaint costs an average of $50,000–$125,000 to defend, regardless of outcome.",[374,378,382,386,390,394],{"mistake":375,"why_it_matters":376,"fix":377},"Using a generic internet job description verbatim","A copied description does not reflect your actual technology environment, team size, or compliance obligations — resulting in mismatched hires and unenforceable performance expectations.","Customize the role summary, essential functions, and KPIs to match your specific infrastructure, headcount, and business objectives before posting or signing.",{"mistake":379,"why_it_matters":380,"fix":381},"No FLSA exempt/non-exempt classification","Misclassifying an IT Manager as exempt when the role does not meet the FLSA executive or administrative exemption test exposes the employer to unpaid overtime liability, which can run back two to three years.","Confirm the classification with HR or legal counsel before issuing the job description; the IT Manager role typically qualifies as exempt under the administrative exemption if the salary threshold and duties tests are both met.",{"mistake":383,"why_it_matters":384,"fix":385},"Omitting the acknowledgment signature block","Without a signed acknowledgment, the employer cannot prove the employee was formally informed of their responsibilities, making it difficult to sustain a performance-based termination or disciplinary action.","Add a dated signature line and obtain a signed copy before or on the first day; file it in the employee's permanent HR record.",{"mistake":387,"why_it_matters":388,"fix":389},"Listing every technology as a required qualification","Overly broad required qualifications can create disparate-impact exposure and eliminate qualified candidates who have all the skills that actually matter to the role.","Distinguish Required (day-one must-haves) from Preferred (nice-to-haves), and add an equivalency clause for all educational requirements.",{"mistake":391,"why_it_matters":392,"fix":393},"No performance metrics or SLAs in the description","Without documented KPIs, performance improvement plans and terminations for underperformance become subjective and are more vulnerable to discrimination or retaliation claims.","Include at least three measurable KPIs — uptime target, incident response time, and project delivery rate — that can be tracked objectively from day one.",{"mistake":395,"why_it_matters":396,"fix":397},"Skipping salary range disclosure in jurisdictions that require it","California, Colorado, New York, and Washington require employers to disclose pay ranges in job postings; non-compliance triggers state agency fines and private litigation.","Check pay-transparency laws in every state where the role may be performed or where the posting will be visible, and include the range in the compensation clause before publishing.",[399,402,405,408,411,414,417,420,423],{"question":400,"answer":401},"What is an IT Manager Job Description?","An IT Manager Job Description is a formal employment document that defines the responsibilities, qualifications, reporting relationships, performance expectations, and employment terms for an Information Technology Manager role. It serves as a recruitment tool, a baseline for performance management, and a legally relevant record of the role's essential functions for ADA accommodation and wrongful-termination purposes.\n",{"question":403,"answer":404},"What are the typical responsibilities of an IT Manager?","An IT Manager typically oversees network infrastructure, servers, and end-user systems; leads a team of IT technicians or administrators; manages vendor contracts and technology budgets; enforces cybersecurity policies; ensures regulatory and compliance obligations are met; and reports system performance metrics to executive leadership. The exact scope varies by company size — in a small business, the IT Manager may also perform hands-on technical work, while in an enterprise the role is purely supervisory.\n",{"question":406,"answer":407},"Does a job description create a binding employment contract?","A job description alone generally does not create an employment contract in at-will jurisdictions such as most US states, but courts have found that specific language — particularly promises of job security or guaranteed compensation — can create implied contractual obligations. To avoid unintended contracts, include a disclaimer stating the document is not a contract of employment and that employment remains at-will. In the UK, Canada, and EU member states, the job description may be incorporated into or referenced by a formal employment contract.\n",{"question":409,"answer":410},"What qualifications should an IT Manager have?","Most IT Manager roles require a bachelor's degree in Information Technology, Computer Science, or a related field — or equivalent experience — plus five to eight years of progressive IT experience with at least two years in a supervisory capacity. Commonly required certifications include CompTIA Network+, ITIL v4, Microsoft Certified solutions, or Cisco CCNA depending on the environment. Cloud platform experience (AWS, Azure, or GCP) is increasingly listed as a required qualification for roles managing hybrid or cloud-first infrastructure.\n",{"question":412,"answer":413},"Is an IT Manager an exempt or non-exempt employee under the FLSA?","In most cases, an IT Manager qualifies as exempt from FLSA overtime requirements under the executive or administrative exemption, provided the role meets the salary threshold (currently $684 per week as of 2025 — verify for the current year) and the duties test: the employee's primary duty must be managing a department or subdivision, and the employee must regularly direct the work of two or more employees. Misclassifying the role as exempt when these tests are not met exposes the employer to retroactive overtime liability. Consult HR or legal counsel to confirm classification before issuing the job description.\n",{"question":415,"answer":416},"What states require salary ranges in IT Manager job postings?","As of 2025, California, Colorado, New York, Washington, Connecticut, Maryland, Nevada, and Rhode Island require employers to disclose pay ranges in job postings, either proactively or upon request. Several municipalities — including New York City — have their own requirements. Employers posting remote roles that can be filled by residents of these states are generally required to include the range even if the company is headquartered elsewhere. Non-compliance triggers state agency fines and can generate private litigation.\n",{"question":418,"answer":419},"What is the difference between an IT Manager and an IT Director job description?","An IT Manager typically oversees daily operations, manages a team of technicians or administrators, and reports to a Director, CTO, or COO. An IT Director operates at a higher strategic level — setting multi-year technology roadmaps, managing department-level budgets, and reporting to C-suite leadership. The IT Manager role focuses on execution and reliability; the IT Director role focuses on strategy and investment allocation. If the hire will be the most senior technology leader in the company, an IT Director job description is more appropriate.\n",{"question":421,"answer":422},"Should the IT Manager job description reference cybersecurity responsibilities?","Yes — and specifically. IT Managers are typically accountable for enforcing security policies, managing access controls, overseeing patch management, and ensuring compliance with frameworks such as SOC 2, ISO 27001, or HIPAA. Omitting cybersecurity responsibilities from the job description creates ambiguity about accountability and can complicate incident response liability analysis. For organizations in regulated industries, reference the specific compliance frameworks the IT Manager is responsible for maintaining.\n",{"question":424,"answer":425},"Do I need a lawyer to create an IT Manager job description?","For most domestic hires, a well-structured template is sufficient for recruiting and documentation purposes. Engage employment counsel when the role involves access to highly sensitive IP or classified systems, when the company operates in multiple states with differing pay-transparency and employment laws, or when the job description will be incorporated directly into a binding employment contract. A one-hour employment law review typically costs $200–$400 and is worthwhile for senior roles or multistate postings.\n",[427,431,435,439],{"industry":428,"icon_asset_id":429,"specifics":430},"Technology / SaaS","industry-saas","Emphasizes cloud infrastructure management (AWS, Azure, GCP), DevOps collaboration, SOC 2 compliance accountability, and uptime SLAs tied to customer contractual commitments.",{"industry":432,"icon_asset_id":433,"specifics":434},"Healthcare","industry-healthtech","Requires HIPAA Security Rule compliance as an essential function, EHR system management experience, and documentation of access control procedures to satisfy OCR audit requirements.",{"industry":436,"icon_asset_id":437,"specifics":438},"Financial Services","industry-fintech","Includes PCI DSS compliance oversight, system availability requirements tied to trading or transaction processing SLAs, and enhanced cybersecurity incident response duties aligned with FFIEC guidance.",{"industry":440,"icon_asset_id":441,"specifics":442},"Manufacturing","industry-manufacturing","Covers OT (operational technology) and SCADA system oversight alongside traditional IT infrastructure, with physical plant access requirements and uptime obligations tied to production schedules.",[444,446,449,451],{"vs":250,"vs_template_id":251,"summary":445},"A job description defines the role's scope, duties, and qualifications — it is a functional document used for recruitment and performance management. An employment contract is the binding legal agreement that governs compensation, IP assignment, confidentiality, and termination. The two documents complement each other: the job description is typically attached to or referenced by the employment contract as a schedule defining duties. Neither document alone is complete for a new hire.",{"vs":229,"vs_template_id":447,"summary":448},"D{IT_DIRECTOR_JD_ID}","An IT Director job description defines a strategic leadership role responsible for multi-year technology roadmaps, capital investment decisions, and C-suite reporting. An IT Manager job description defines an operational role focused on day-to-day infrastructure reliability, team supervision, and vendor management. Use the IT Manager template when the hire will report to a CTO or Director; use the IT Director template when the hire will be the most senior technology leader in the organization.",{"vs":104,"vs_template_id":247,"summary":450},"An Independent Contractor Agreement engages a self-employed IT professional for project-based or ongoing work without employment entitlements — no benefits, no tax withholding, and no overtime. An IT Manager job description is used to hire an employee with full employment obligations on both sides. Misclassifying an IT Manager as a contractor triggers back payroll taxes, benefit liability, and potential penalties from the IRS and state labor agencies.",{"vs":452,"vs_template_id":453,"summary":454},"IT Manager Performance Review Template","D{IT_MANAGER_PERF_REVIEW_ID}","A performance review template is used to evaluate an IT Manager's performance against established KPIs after hire. A job description establishes those KPIs and essential functions at the point of hire. The job description must be in place and signed before performance reviews can be conducted fairly — without it, the review has no documented baseline to reference and is more vulnerable to legal challenge.",{"use_template":456,"template_plus_review":460,"custom_drafted":464},{"best_for":457,"cost":458,"time":459},"Single-state domestic hires for standard IT Manager roles in non-regulated industries","Free","30–45 minutes",{"best_for":461,"cost":462,"time":463},"Multistate postings, regulated industries (healthcare, finance), or roles with access to sensitive IP or classified systems","$200–$400 for a one-hour employment counsel review","1–3 days",{"best_for":465,"cost":466,"time":467},"Enterprise IT Manager roles with complex authority structures, equity components, or integration into a master employment agreement","$800–$2,500+","1–2 weeks",[469,474,479,484],{"code":470,"name":471,"flag_asset_id":472,"note":473},"us","United States","flag-us","At-will employment is the default in 49 states; include a disclaimer in the job description stating it does not constitute a contract of employment. Confirm FLSA exempt status meets both the salary threshold and duties test before classifying the IT Manager as exempt. Pay-transparency laws in California, Colorado, New York, Washington, and several other states require salary range disclosure in job postings — verify the current list before publishing any public posting.",{"code":475,"name":476,"flag_asset_id":477,"note":478},"ca","Canada","flag-ca","At-will employment does not exist in Canada; the job description should be paired with an employment contract that includes statutory-minimum notice and severance terms under the applicable provincial Employment Standards Act. In Quebec, job descriptions and postings for provincially regulated employers must be available in French. Human rights legislation in all provinces prohibits requirements that are not bona fide occupational requirements — review qualifications for necessity before posting.",{"code":480,"name":481,"flag_asset_id":482,"note":483},"uk","United Kingdom","flag-uk","Employers must provide a written statement of employment particulars on or before day one; a detailed job description supports but does not replace this statutory requirement. The Equality Act 2010 prohibits job descriptions that include requirements which indirectly discriminate against protected characteristics unless objectively justified. IT Manager roles carrying significant data responsibility should reference UK GDPR accountability obligations within the duties clause.",{"code":485,"name":486,"flag_asset_id":487,"note":488},"eu","European Union","flag-eu","The EU Transparent and Predictable Working Conditions Directive requires employers to provide written information on the role's duties and terms within seven days of hire. Job postings in several member states — including Germany, France, and the Netherlands — must avoid gendered language and meet national non-discrimination standards. IT Manager roles involving personal data processing should reference GDPR Article 32 responsibilities (technical and organizational security measures) as an essential function.",[251,247,490,491,492,493,494,495,496,497,498,499],"job-offer-letter-long-D12769","non-disclosure-agreement-nda-D12692","employee-handbook-D712","employment-agreement-executive-D543","fixed-term-contract-D13225","remote-work-agreement-D13282","employee-dismissal-letter-D508","how-to-create-a-performance-improvement-plan-D12564","consulting-agreement---long-D12543","service-agreement-D12711",{"emit_how_to":194,"emit_defined_term":194},{"primary_folder":94,"secondary_folder":502,"document_type":503,"industry":504,"business_stage":505,"tags":506,"confidence":512},"job-descriptions","form","general","all-stages",[507,508,509,510,511],"it","hiring","management","hr","job-description",0.95,"\u003Ch2>What is an IT Manager Job Description?\u003C/h2>\n\u003Cp>An \u003Cstrong>IT Manager Job Description\u003C/strong> is a formal employment document that defines the essential functions, technical and leadership qualifications, reporting relationships, performance metrics, and employment terms for an Information Technology Manager role. It functions both as a recruitment instrument — establishing the criteria by which candidates are evaluated — and as a legally relevant record that anchors performance management, ADA accommodation decisions, and wrongful-termination defenses. Unlike an informal role summary or an internal org-chart note, a properly drafted IT Manager Job Description documents the specific duties the employee is hired to perform, the measurable standards by which success is judged, and the authority limits within which the manager operates.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Operating without a documented IT Manager Job Description creates compounding risk on three fronts simultaneously. First, without defined essential functions, an employer has no objective basis for a performance improvement plan or termination — claims of discrimination or retaliation are far harder to defend when the employee's duties were never put in writing. Second, undocumented qualifications requirements and missing EEO language expose the organization to EEOC charges and state agency complaints that cost an average of $50,000–$125,000 to defend regardless of outcome. Third, in pay-transparency jurisdictions including California, Colorado, and New York, publishing a job posting without a salary range triggers regulatory fines and private litigation. This template gives you a fully structured, jurisdiction-aware starting point that covers every required disclosure — from essential functions and FLSA classification to performance KPIs and acknowledgment signature — so the hire is documented correctly from the first day.\u003C/p>\n",1781185979916]