Employment Contract
Create a Georgia-compliant property manager employment contract. Address O.C.G.A. § 34-7-1 at-will status, restrictive covenants, and Fair Housing risks.
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Protect your real estate assets and streamline operations with a contract specifically designed for the Georgia rental market. In a state where O.C.G.A. § 34-7-1 establishes at-will employment, it is... Read more
Protect your real estate assets and streamline operations with a contract specifically designed for the Georgia rental market. In a state where O.C.G.A. § 34-7-1 establishes at-will employment, it is critical to define clear job duties—from managing maintenance requests and HOA compliance to enforcing vacancy rate targets. This agreement mitigates high-stakes liabilities like security deposit claims under state landlord-tenant laws and Fair Housing Act violations, ensuring your property manager is legally bound to follow HUD and EPA lead-based paint disclosure requirements while protecting your trade secrets through Georgia-compliant restrictive covenants.
Beyond the standard employment contract sections, this template adds fields specific to Property Manager:
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.
Tenant Disputes
Utilize clear lease agreements that outline tenant responsibilities and dispute resolution processes.
Habitability Violations
Include clauses in leases that specify maintenance processes and consistently conduct property inspections to ensure compliance.
For this employment contract to be legally valid:
Common mistakes to avoid:
Under O.C.G.A. § 34-7-1, employment in Georgia is generally at-will, meaning either party can terminate the relationship for any reason not prohibited by law. However, to prevent wrongful termination claims and clarify expectations, your contract should include an Employment Term and Termination clause that outlines notice periods and final payment procedures for commissions or bonuses.
Yes, provided they comply with the Georgia Restrictive Covenants Act (O.C.G.A. § 13-8-50 et seq.). To be enforceable, the clause must be reasonable in duration, geographic scope, and the specific activities restricted, such as prohibiting the manager from soliciting your current tenants or HOAs for a set period post-employment.
While the contract primarily governs the employment relationship, it should include a Job Description clause that explicitly mandates the employee's compliance with the Residential Lead-Based Paint Hazard Reduction Act of 1992 and HUD Fair Housing regulations. This protects the employer from liability if the manager fails to provide required disclosures for properties built before 1978.
The contract must outline salary and benefits in accordance with O.C.G.A. § 47-3-22 and federal minimum wage standards. If the manager is paid via commissions for new lease agreements or renewals, these 'valuable considerations' must be clearly defined in writing per O.C.G.A. § 13-3-40 to avoid disputes over earned income.
State laws affect what must be in this document. Pick your jurisdiction.
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