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A professional employment contract template to formalize the hiring of project managers, site supervisors, or administrative development staff.
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Hiring the right team to bring a real estate development to life is an exciting milestone, but safeguarding your investment requires more than a handshake. An Employment Agreement for Development and Project Staff is a specialized contract designed specifically for the unique demands of the housing and construction sector. You need this document the moment you bring on project managers, site supervisors, or administrative coordinators who will handle sensitive permits, vendor relationships, and proprietary project data. A stellar agreement does more than just state salary and hours; it clearly defines intellectual property ownership for project designs, establishes strict safety and compliance accountabilities on-site, and outlines precise performance milestones tied to development phases. By setting these clear operational boundaries early, you protect your build timelines, shield your business from costly labor disputes, and build a reliable framework that keeps your project moving smoothly from groundbreaking to final handover.
Site supervisors must be classified as exempt or non-exempt based on their actual management duties rather than their job title. If they qualify as non-exempt, your agreement must specify how overtime is tracked, pre-authorized, and compensated during intense construction phases. Keeping a clear time-tracking protocol in the agreement prevents costly wage-and-hour disputes later.
Yes, but the non-compete must be highly specific, geographically limited to your active development areas, and reasonable in duration to be legally enforceable. Many states heavily restrict broad non-competes, so it is safer to focus the agreement on protecting proprietary trade secrets, investor relationships, and pending land deals instead.
Your development company owns all modifications, provided the employment agreement contains a robust "Work Made for Hire" clause. Without this explicit provision, employees might legally claim ownership over creative solutions or structural adjustments they designed on-site. Securing this intellectual property upfront ensures your project proceeds without ownership disputes.
The agreement should explicitly state that a failure to enforce or follow safety regulations constitutes gross misconduct and grounds for immediate termination without severance. This protects your company from liability and reinforces a zero-tolerance culture for safety negligence on your job sites.
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