Employment Contract
Create a Michigan-compliant doula employment contract. Protect your practice with specific clauses for scope of practice, Michigan’s Bullard-Plawecki Act, and non-medical liability disclaimers.
Fill the form
Customized fields for your role
Preview live
See your document update in real time
Download PDF
Free watermarked or $9 clean copy
Whether you are hiring a backup doula or expanding your birth support agency, a robust employment contract is essential to mitigate industry risks like birth outcome liability and scope of practice... Read more
Customize your Employment Contract
17 fields · Takes about 2 minutes
Accept terms in the form to enable downloads
Customize your Employment Contract
17 fields · Takes about 2 minutes
Legal Document
This Employment Contract ("Agreement") is entered into and made effective as of [start_date] (the "Effective Date"), by and between [employer_name] ("Employer") and [employee_name] ("Employee"), collectively referred to herein as the "Parties" and individually as a "Party."
WHEREAS, Employer desires to employ Employee in the capacity of [job_title], and Employee desires to accept such employment, subject to the terms and conditions set forth herein;
WHEREAS, the Parties wish to establish the terms of Employee's employment, including compensation, duties, and obligations, to ensure a clear mutual understanding;
NOW, THEREFORE, in consideration of the mutual covenants, promises, and agreements contained herein, and for other good and valuable consideration, the receipt and sufficiency of which are hereby acknowledged, the Parties agree as follows:
Employer hereby employs Employee in the position of [job_title]. Employee shall perform all duties and responsibilities customarily associated with such position, as well as any additional duties reasonably assigned by Employer from time to time. Employee shall devote their full professional time, attention, and best efforts to the performance of their duties and shall act in the best interests of Employer at all times. Employee shall comply with all policies, procedures, rules, and regulations established by Employer, as may be amended from time to time at Employer's sole discretion.
In consideration of the services rendered by Employee under this Agreement, Employer shall pay Employee a gross annual salary of [salary] (the "Base Salary"), payable on a [pay_frequency] basis in accordance with Employer's standard payroll practices, less all applicable withholdings, deductions, and taxes as required by law. Employer reserves the right to review and adjust Employee's compensation at its discretion, and any such adjustment shall not constitute a new agreement or modification of this Agreement unless set forth in a written amendment signed by both Parties.
Employee may be eligible to participate in any employee benefit plans, programs, and arrangements that Employer makes available to its employees generally, subject to the terms and eligibility requirements of such plans. Such benefits may include, but are not limited to, health insurance, dental and vision coverage, retirement plans, paid time off, and other fringe benefits. Employer reserves the right to modify, amend, or terminate any benefit plan or program at any time, in its sole discretion, with or without notice, subject to applicable law. Nothing in this Agreement shall be construed as a guarantee of any particular benefit.
Employee's primary work location and schedule shall be as set forth in this section, subject to modification by Employer as business needs require.
Employee's employment under this Agreement shall commence on [start_date] (the "Start Date").
This Agreement and Employee's employment may be terminated under the following circumstances:
Employee acknowledges that during the course of employment, Employee will have access to and may acquire knowledge of confidential and proprietary information belonging to Employer, including but not limited to trade secrets, business plans, financial information, customer lists, marketing strategies, product designs, software, technical data, and other information not generally known to the public (collectively, "Confidential Information"). Employee agrees to hold all Confidential Information in strict confidence and not to disclose, publish, or otherwise reveal any Confidential Information to any third party during or after employment, except as required in the performance of Employee's duties or as authorized in writing by Employer. Employee agrees not to use any Confidential Information for Employee's own benefit or for the benefit of any third party. This obligation of confidentiality shall survive the termination of this Agreement and Employee's employment for any reason.
During the term of Employee's employment and for a period of twelve (12) months following the termination of employment for any reason, Employee shall not, directly or indirectly: (a) solicit, recruit, or attempt to induce any employee, contractor, or consultant of Employer to leave Employer's employment or engagement; or (b) solicit, divert, or attempt to divert any customer, client, or business relationship of Employer for the purpose of providing products or services that are competitive with those offered by Employer. Employee acknowledges that this non-solicitation covenant is reasonable in scope and duration and is necessary to protect Employer's legitimate business interests.
Upon termination of employment for any reason, or at any time upon Employer's request, Employee shall immediately return to Employer all property belonging to Employer, including but not limited to keys, access cards, identification badges, laptops, mobile devices, documents, files, records, manuals, software, data (in any form or medium), and any other materials or equipment provided to Employee or created by Employee during the course of employment. Employee shall not retain any copies, duplicates, reproductions, or excerpts of any Employer property or Confidential Information.
This Agreement shall be governed by, construed, and enforced in accordance with the laws of the State of [state_law], without regard to its conflict of laws principles. Any dispute, controversy, or claim arising out of or relating to this Agreement, or the breach, termination, or validity thereof, shall be resolved exclusively in the state or federal courts located in the State of [state_law], and each Party hereby consents to the personal jurisdiction of such courts.
This Agreement constitutes the entire agreement between the Parties with respect to the subject matter hereof and supersedes all prior and contemporaneous agreements, understandings, negotiations, and discussions, whether oral or written. No amendment or modification of this Agreement shall be valid or binding unless set forth in writing and signed by both Parties. If any provision of this Agreement is held to be invalid, illegal, or unenforceable, the remaining provisions shall continue in full force and effect. The failure of either Party to enforce any provision of this Agreement shall not constitute a waiver of that Party's right to enforce that provision or any other provision in the future. This Agreement may be executed in counterparts, each of which shall be deemed an original, and all of which together shall constitute one and the same instrument. The headings in this Agreement are for convenience only and shall not affect the interpretation of any provision.
The Employee is hired as a Doula and shall provide emotional, physical, and informational support only. The Employee is strictly prohibited from performing medical tasks, including but not limited to fetal heart rate monitoring, vaginal exams, or medical diagnosis. Pursuant to Michigan risk mitigation standards, the Employer and Employee agree that the Employee does not guarantee specific birth outcomes. The Employee shall not provide medical advice or override the instructions of medical professionals. The Employee's failure to adhere to these scope-of-practice boundaries may result in immediate termination for cause.
In accordance with the Michigan Bullard-Plawecki Employee Right to Know Act (MCL 423.501), the Employee has the right to review their personnel record upon written request. The Employer shall maintain records of all performance evaluations and disciplinary actions and shall allow for the inclusion of a rebuttal statement by the Employee should a dispute regarding the record's accuracy arise. Furthermore, per the Michigan Consumer Protection Act, all client-facing interactions must be transparent regarding the non-licensed status of doula services.
Any restrictive covenants contained herein are intended to be reasonable in duration and geographical scope as required by MCL 445.774a. Consistent with the Michigan Right to Work Law (MCL 423.209), the Employee's status is not contingent upon labor organization membership. The parties agree that the primary purpose of post-employment restrictions is the protection of the Employer's specific client birth plans and proprietary lactation or labor support techniques, and not the prevention of the Employee's general right to practice as a doula in the State of Michigan.
[backup doula protocol]
IN WITNESS WHEREOF, the Parties have executed this Employment Contract as of the date first written above, intending to be legally bound hereby.
Employer
Name: Employer
Date: ___________________
Employee
Name: Employee
Date: ___________________
Whether you are hiring a backup doula or expanding your birth support agency, a robust employment contract is essential to mitigate industry risks like birth outcome liability and scope of practice violations. In Michigan, your agreement must also account for specific statutes like the Bullard-Plawecki Employee Right to Know Act and local non-compete reasonableness standards to ensure both your business and your clients are legally protected during the transformative on-call period.
Beyond the standard employment contract sections, this template adds fields specific to Doula:
An employment contract establishes a formal employment relationship between an employer and an employee, outlining the terms and conditions of employment, rights, obligations, and responsibilities of both parties. It provides legal protection and clarity, ensuring compliance with employment laws and minimizing the risk of misunderstandings and disputes.
Birth Outcome Liability
Include disclaimers in contracts that clarify the doula's role as non-medical and state explicitly that birth outcomes cannot be guaranteed.
Scope of Practice Violations
Draft clear scope of service documents that delineate non-medical support functions to avoid accusations of unauthorized medical practice.
Medical Advice Boundaries
Explicit contractual terms prohibiting the provision of medical advice and adherence to guidelines that require referral to medical professionals for medical issues.
For this employment contract to be legally valid:
Common mistakes to avoid:
State Regulations
The regulation of doulas is predominantly at the state level. Few states, such as Oregon and Minnesota, have voluntary doula certification programs. These programs often provide guidelines on practice standards and client collaboration.
Enforced by State Health Departments
HIPAA (Health Insurance Portability and Accountability Act)
While doulas are not typically covered entities under HIPAA, those who work within or have affiliations to healthcare systems may need to adhere to HIPAA standards to ensure the protection of client privacy and medical information.
Enforced by U.S. Department of Health and Human Services, Office for Civil Rights (HHS OCR)
Recommended coverage: Professional Liability Insurance (Errors & Omissions) · General Liability Insurance
Under MCL 423.209, you cannot require an employee to join a union or pay union dues as a condition of their employment as a doula. This contract is designed to remain compliant with Michigan’s labor freedom standards.
Yes. To avoid scope of practice violations, the contract must explicitly state that the doula is a non-medical professional and does not provide clinical advice or medical procedures, shifting liability back to the primary medical provider for birth outcomes.
Michigan law (MCL 423.501) requires employers to allow employees to inspect their personnel records. Your contract should acknowledge this right to ensure transparency and compliance with Michigan’s Department of Labor and Economic Opportunity.
State laws affect what must be in this document. Pick your jurisdiction.
Employment Contract
Create a Michigan-compliant speech therapist employment contract. Includes HIPAA, IDEA, and state-specific clauses for schools, clinics, and telepractice.
Employment Contract
Create a compliant New Jersey insurance broker employment contract covering NJLAD, CEPA protections, and non-compete blue-pencil standards.
Employment Contract
Create a California-compliant employment contract for video production. Includes AB5, Cal-OSHA, CCPA, and IP assignment clauses tailored for film crews.
Employment Contract
Create a legally binding Ohio Real Estate Agent Employment Contract. Comply with Ohio Rev. Code § 1335.05, RESPA, and Fair Housing regulations.
Power of Attorney
Create a legally binding Maryland Power of Attorney tailored for doulas. Protect your practice, manage birth plan advocacy, and ensure MD compliance.
Power of Attorney
Secure your birthing preferences with a specialized Power of Attorney for Doula care in Indiana. Compliant with Indiana state law and medical boundaries.
Bill of Sale
Create a legally compliant Bill of Sale for doula services and professional items in Ohio. Protect your practice with Ohio-specific scope of practice clauses.
Cease and Desist Letter
Protect your doula business with a California-compliant Cease and Desist letter. Address contract breaches, medical advice boundaries, and AB5 worker disputes.