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Done for you in 5 minutes.
A clear, professional employment agreement for hiring property managers, caretakers, or maintenance staff to service your rental properties.
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Managing rental properties is a demanding business, and at some point, you cannot do it all yourself. Whether you are hiring a resident manager to oversee a multi-family building, a dedicated caretaker for a luxury vacation rental, or a maintenance technician to handle repairs across your portfolio, a Property Employee Work Agreement is the foundation of a successful working relationship. This document clearly defines the employee's duties, hours, compensation, and housing arrangements if they are living on-site. You need this agreement the moment you transition from casual help to a structured employment relationship to protect your real estate investments and comply with local labor laws. A great agreement does not just protect your assets; it builds trust by setting crystal-clear expectations from day one, detailing exactly how emergency calls are handled, how rent credit is calculated against wages, and how performance is measured, ensuring your property runs smoothly while keeping your liability to an absolute minimum.
In almost all jurisdictions, you must still comply with minimum wage laws, meaning you cannot simply exchange labor for free rent without documenting the transaction. You must track all hours worked, calculate the wage earned, and then apply the legally allowed lodging credit toward their rent, paying any remaining balance in cash.
Your agreement must specify that their right to occupy the unit is tied directly to their employment. When employment terminates, their right to reside on-site ends, and you must outline a brief, legally compliant transition period for them to vacate without triggering standard tenant eviction rights.
Resident managers do not get paid for simply being present at home; they are only compensated for the hours they are actively performing duties or are strictly required to remain on standby. You must require them to log their actual working hours daily to ensure accurate compensation and to prevent retroactive overtime claims.
Yes, if you are hiring someone who runs their own business, sets their own hours, and uses their own tools, you need an Independent Contractor Agreement rather than an employment contract. Using an employee agreement for a true contractor can inadvertently trigger payroll tax and benefits liabilities.
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