Alabama cashier employment contract template

Alabama Cashier Employment Agreement

This Full-Time Cashier Employment Agreement (the "Agreement") is made and entered into as of [Date], by and between:

[Employer Legal Name], a [State of Incorporation] corporation with its principal place of business at [Employer Address], hereinafter referred to as "Employer,"

and

[Employee Legal Name], residing at [Employee Address], hereinafter referred to as "Employee."

1. Position

The Employer hereby hires the Employee, and the Employee hereby accepts employment, as a Cashier. The Employee will perform the duties and responsibilities as outlined below, and any other duties reasonably assigned by the Employer.

2. Job Responsibilities

Option A: The Employee's primary responsibilities include, but are not limited to:

• Handling cash, credit, debit, and other forms of transactions accurately and efficiently.
• Operating the point-of-sale (POS) terminal, including scanning items, entering prices, and applying discounts.
• Balancing the cash register at the beginning and end of each shift.
• Making change accurately and efficiently.
• Preparing daily transaction reports and reconciling cash discrepancies.
• Processing refunds and exchanges according to store policy.
• Managing petty cash and maintaining accurate records.
• Restocking impulse purchase displays at the checkout counter.
• Checking identification for age-restricted purchases (e.g., alcohol, tobacco) in compliance with Alabama law.
• Complying with company loss prevention measures and reporting suspicious activity.

Option B: (Expand on the above list with more specific duties relevant to the business) [Additional Job Responsibilities]

3. Customer Interaction

Option A: The Employee is expected to provide excellent customer service at all times.

• Greeting customers in a friendly and welcoming manner.
• Processing transactions quickly and efficiently.
• Providing customers with receipts and bagging merchandise.
• Addressing customer inquiries regarding prices, promotions, and payment methods.
• Maintaining a clean and organized checkout area.

Option B: (Add specific customer service standards or metrics) [Specific Customer Service Expectations]

4. Chain of Command

Option A: The Employee will report directly to [Supervisor Name], [Supervisor Title]. In the absence of the direct supervisor, the Employee will report to [Alternative Supervisor Name], [Alternative Supervisor Title]. Any discrepancies or issues, such as over/short cash drawers, suspected fraud, or counterfeit money, should be immediately reported to the direct supervisor or the alternative supervisor.

Option B: (Specify alternative escalation procedures) [Alternative Escalation Procedures]

5. Work Location

Option A: The Employee's primary work location is [Store Name] located at [Store Address], [City, State, Zip Code], Alabama.

Option B: The Employee may be required to work at other Employer locations within a [Radius in Miles] mile radius of the primary work location. [List of Potential Alternative Locations]

Option C: Remote work is generally not available for this position. Exceptionally, for troubleshooting cash discrepancies after a shift, temporary remote communication might be required.

6. Employment Status and Work Schedule

Option A: The Employee is hired as a full-time employee, working approximately [Number] hours per week.

Option B: The Employee's work schedule will be [Days of the Week], from [Start Time] to [End Time]. This schedule is subject to change based on the Employer's needs.

Option C: The Employee will be provided with a [Length of Time Frame] advance notice of any changes to their work schedule, whenever possible.

Option D: The Employee is entitled to a [Length of Break Time] minute break for every [Length of Work Time] hours worked. Alabama law does not mandate meal or rest breaks, but the Employer provides this as a company policy.

Option E: Weekend and holiday work may be required. The specific holiday schedule will be provided separately.

7. Overtime

Option A: The Employee is eligible for overtime pay at a rate of one and one-half (1.5) times their regular hourly rate for all hours worked over 40 in a workweek, in accordance with the Fair Labor Standards Act (FLSA).

Option B: All overtime work must be authorized in advance by the Employee's supervisor.

Option C: Employees must accurately clock in and out using the designated timekeeping system. Working off-the-clock is strictly prohibited.

8. Compensation

Option A: The Employee's hourly wage will be [Dollar Amount] per hour.

Option B: The Employee may be eligible for shift differentials for working certain shifts. [Specify Shift Differentials and Eligibility]

Option C: The Employee may be eligible for cash handling incentives or accuracy bonuses based on performance. [Specify Incentive/Bonus Structure]

Option D: Payroll deductions will be made for applicable federal, state, and local taxes, as well as any other authorized deductions.

Option E: The Employee will be paid [Pay Frequency, e.g., biweekly] via [Payment Method, e.g., direct deposit, payroll card, check].

9. Benefits

Option A: The Employee may be eligible for benefits, including:

• Health, vision, and dental insurance (subject to eligibility requirements).
• Paid time off (PTO). [Specify PTO Accrual Rate and Usage Policies]
• Sick leave (subject to eligibility requirements). [Specify Sick Leave Accrual Rate and Usage Policies]
• Holiday pay for the following holidays: [List of Holidays]
• Unpaid leave (subject to Employer policy and applicable law).
• Eligibility for 401(k) or other retirement plans (subject to eligibility requirements).
• Employee discounts. [Specify Discount Details]
• Training and certification opportunities related to cash handling, PCI-DSS compliance, and store-level anti-theft protocols.

Option B: (Add specific details on benefit eligibility and enrollment procedures) [Specific Benefit Details]

10. Minimum Wage and Cash Shortages

Option A: The Employer will comply with all applicable Alabama and federal minimum wage laws.

Option B: No tip credit will be taken unless the Employee customarily receives tips.

Option C: Cash shortages may not be deducted from the Employee's wages if such deductions would reduce the Employee's pay below the applicable minimum wage, consistent with federal Department of Labor rules and Alabama practices.

11. Anti-Discrimination and Equal Employment Opportunity

Option A: The Employer is an equal opportunity employer and will not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by applicable federal, state, or local law, including the Alabama Age Discrimination in Employment Act and Title VII of the Civil Rights Act.

Option B: The Employer maintains a strict policy against harassment of any kind.

12. Personal Appearance and Dress Code

Option A: The Employee is required to maintain a professional appearance and adhere to the Employer's dress code. [Specify Dress Code Details, e.g., color, style, uniform requirements, grooming standards]

Option B: If a uniform is required, the Employer will [Specify Whether Employer Provides Uniform, or Employee Pays]. If the employee pays for the uniform or a deposit is required, deductions will not reduce pay below minimum wage.

13. Cash Register Variances and Theft Deterrence

Option A: The Employee is responsible for maintaining accurate cash register transactions.

Option B: The Employee must report any suspicious transactions or activity to their supervisor immediately.

Option C: The Employee is required to cooperate with any store investigations related to cash handling or theft.

14. Confidentiality

Option A: The Employee is required to maintain the confidentiality of customer financial data, store discounts, transaction records, and company pricing information.

Option B: Violation of this confidentiality policy may result in disciplinary action, up to and including termination.

15. Timekeeping Systems

Option A: The Employee is required to use the Employer's designated timekeeping system for clocking in and out. [Specify Timekeeping System Details]

Option B: The Employer reserves the right to monitor cashier workstations for compliance and shrinkage.

16. Teamwork and Communication

Option A: The Employee is expected to work effectively as part of a team with floor staff, baggers, and managers.

Option B: The Employee must follow the established communication protocol for shift handover and cash reconciliation.

17. Acceptance of Checks/Payments

Option A: The Employee must follow all company policies regarding the acceptance of checks and other forms of payment, in accordance with Alabama law regarding bounced checks.

Option B: The Employee must comply with all age verification procedures for the sale of age-restricted products, such as alcohol and tobacco, as required by Alabama law (e.g., Alabama Alcohol Responsible Vendor Program).

18. Search and Surveillance Policies

Option A: The Employer may use cameras at cashier stations for security and loss prevention purposes, as permitted under Alabama law.

Option B: The Employer may retain and inspect receipts and other transaction records.

19. Performance Assessments

Option A: The Employee's performance will be assessed based on accuracy, speed, customer service, upselling at the counter, and compliance with scanning and manual pricing procedures.

Option B: [Specify Performance Review Frequency and Metrics]

20. Drug and Alcohol Testing

Option A: The Employer may require drug and alcohol testing in accordance with the Alabama Drug-Free Workplace Program. [Specify Testing Policy Details, if applicable]

21. Advancement, Training, and Probationary Period

Option A: The Employee may be eligible for advancement opportunities based on performance and experience.

Option B: The Employee may be required to participate in training programs to enhance their skills and knowledge.

Option C: The Employee will serve a probationary period of [Number] days. During this period, the Employer may terminate the Employee's employment at any time, with or without cause.

22. At-Will Employment

Option A: The Employee's employment is at-will, meaning that either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice, subject to applicable law. This is consistent with Alabama law.

Option B: Grounds for termination may include, but are not limited to, cash register losses, policy violations, theft, or poor performance.

Option C: Upon termination, the Employee will receive their final paycheck in accordance with Alabama law. [Specify Timing and Method of Final Paycheck]

23. Return of Property

Option A: Upon termination, the Employee must return all Employer property, including uniforms, keys, and store property.

Option B: The Employee must reconcile any outstanding cash accountability.

24. Dispute Resolution

Option A: Any disputes arising out of or relating to this Agreement shall be resolved through an internal complaint process. [Specify Internal Complaint Process]

Option B: If the internal complaint process is unsuccessful, the Employee may file a complaint with the Alabama Department of Labor or other appropriate state agency.

Option C: This Agreement shall be governed by and construed in accordance with the laws of the State of Alabama. Any legal action relating to this agreement will be filed in [Specify County] County, Alabama.

25. Workers' Compensation and Workplace Safety

Option A: The Employee is covered by the Employer's workers' compensation insurance.

Option B: The Employer will maintain a safe workplace in compliance with OSHA regulations.

Option C: The Employee must follow all Employer safety policies.

26. Optional Policies

Option A: Non-solicitation: [Specify Policy Details, if applicable]

Option B: Prohibition of Moonlighting: [Specify Policy Details, if applicable, and limit restrictions to prevent conflict of interest]

Option C: Weapons Policy: The possession of weapons in the workplace is prohibited. [Specify Policy Details, considering Alabama's concealed carry laws]

27. Acknowledgment

Option A: The Employee acknowledges that they have read and understand this Agreement and agree to be bound by its terms and conditions.

Option B: The Employer will provide reasonable accommodations to enable employees with disabilities to perform the essential functions of their jobs, consistent with the Americans with Disabilities Act (ADA).

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.

____________________________
[Employer Representative Name]
[Employer Representative Title]

____________________________
[Employee Legal Name]