Community-Based Organization Employment Contract

What a good one includes

• A clear funding contingency clause specifying if the position is contingent upon the continuation of specific grant funding or government programs.
• Detailed expectations around non-traditional hours, community outreach events, and remote work arrangements tailored to public service delivery.
• Ownership terms for program designs, curriculum, and community resources created by the employee during their tenure.
• Explicit requirements for the employee to adhere to reporting, background check, and ethical standards mandated by external funders.
• A comprehensive description of core responsibilities, including potential cross-functional support often required in lean civic organizations.
• Guidelines preventing employees from engaging in outside advocacy or consulting that conflicts with the organization's neutral civic or charitable mission.

Common mistakes to avoid

• Failing to include a funding termination clause, leaving the organization financially liable if a vital grant is suddenly revoked or not renewed.
• Misclassifying employees as independent contractors to save administrative costs, which can trigger severe penalties during audits by government labor boards.
• Omitting explicit guidelines on volunteer management, leading to confusion when paid staff are also expected to coordinate or participate in unpaid community efforts.
• Copying a generic corporate employment contract that ignores the unique wage-and-hour exemptions and compliance tracking required for nonprofit organizations.

Frequently asked questions