Arizona cashier employment contract template

Arizona Cashier Employment Contract

This Arizona Cashier Employment Contract (the "Agreement") is made and entered into this [Date] by and between [Employer Name], located at [Employer Address], [Employer City], Arizona, [Employer Zip Code] ("Employer") and [Employee Name], residing at [Employee Address], [Employee City], Arizona, [Employee Zip Code] ("Employee").

1. Position:

The Employer hires the Employee as a Cashier.

Option A: The Employee accepts the position.

Option B: The Employee reserves the right to reject the position within [number] days.

2. Job Description:

The Employee's primary duties include operating point-of-sale (POS) systems, processing cash, credit, debit, electronic, and mobile payments, accurately giving change, counting down/register balancing at shift end, scanning and bagging merchandise, validating product prices and promotions, issuing receipts, processing returns/exchanges according to store policy and Arizona law, handling Arizona lottery product sales per state regulations, and issuing/validating gift cards.

The Employee is responsible for regular till reconciliations, identifying discrepancies, and reporting to supervisors or loss prevention.

The Employee is required to accurately record transactions, adhere to cash-handling and anti-skimming procedures, follow retailer and Arizona retail industry standards for loss prevention, ensure compliance with PCI DSS or similar payment data security protocols, and immediately report suspected fraud or counterfeit currency.

Option A: Additional duties as assigned by the Employer.

Option B: No other duties will be assigned unless mutually agreed upon.

3. Work Location:

The Employee's primary work location is at [Store Address], [Store City], Arizona, [Store Zip Code].

The Employer may temporarily assign the Employee to other store locations within Arizona as needed.

Option A: Employee consent is required for assignments exceeding [number] days.

Option B: The Employer reserves the right to assign employee to any location.

4. Employment Status:

The Employee's employment is full-time.

The standard daily hours are [Number] and the standard weekly hours are [Number].

Arizona-mandated rest and meal break entitlements will be provided in accordance with ARS § 23-351. Employees under 18 will receive breaks according to relevant labor laws.

Overtime will be paid at not less than time-and-a-half for all hours worked over 40 in a workweek, in accordance with Arizona and FLSA rules.

Shift scheduling procedures, including notice and shift changes, are outlined in the employee handbook.

Option A: Changes to schedule require [number] days' notice

Option B: Changes to schedule require mutual consent.

5. Compensation:

The Employee's hourly wage is [Dollar amount] per hour (at least the Arizona minimum wage, and any applicable city-level minimum wage).

Overtime pay will be calculated at not less than one and one-half (1.5) times the Employee's regular hourly rate.

The Employee will be paid on a [Pay schedule, e.g., bi-weekly] basis via [Payment method, e.g., direct deposit].

Option A: Cash handling incentives may be offered at the Employer's discretion.

Option B: Annual merit-based raises may be considered based on performance.

6. Benefits:

Eligibility for health, dental, and vision insurance (if offered) will commence after [Number] days of employment.

The Employee will accrue paid time off (PTO) according to the Employer's policy.

The Employee will accrue Arizona-mandated sick pay per the Fair Wages and Healthy Families Act (minimum accrual rates, carryovers, and usage).

[List of holidays, specifying if paid or unpaid].

Rest and meal periods will be provided in accordance with Arizona law.

Option A: The Employee is eligible for store discounts.

Option B: Incentive programs may be offered at the Employer's discretion.

7. Insurance:

The Employee is eligible for mandatory Arizona workers’ compensation insurance.

The Employee is covered by unemployment insurance as required under Arizona law.

Option A: A dependent care flexible spending account (FSA) is offered up to allowable limits.

Option B: Commuter benefits are offered up to allowable limits.

8. Sick Time:

Sick time will accrue and be used according to Arizona legal minimums, carryover limitations, and complaint processes under state law.

The employee is responsible to report any sickness in accordance with the employee handbook, and provide a doctors note when required.

9. Behavioral Standards:

The Employee is expected to handle all transactions accurately and ethically.

The Employee is expected to provide excellent customer service aligned with Arizona’s retail practices.

The Employee is required to adhere to the company uniform and hygiene standards.

The Employee is expected to communicate professionally.

Zero tolerance for theft or improper handling of cash, checks, or credit card data.

10. Equal Opportunity:

The Employer complies with all anti-harassment, anti-discrimination, and equal employment opportunity policies under Arizona law, including protection on the basis of race, color, religion, sex, age, disability, pregnancy, national origin, sexual orientation, gender identity, and other local protected categories.

11. Device Usage:

Use of mobile phones or personal devices at the register is [Allowed/Restricted] according to company policy.

Option A: Personal devices may be used during breaks only.

Option B: Personal devices are prohibited near the register.

12. Training:

The Employee is required to participate in employer-provided cashier, security, and food handler (if applicable) training.

Retraining will be required upon law, technology, or policy changes.

13. Confidentiality:

The Employee must maintain confidentiality regarding customer information, payment details, and proprietary business data.

Discussing till amounts or security arrangements is restricted except as required by duty.

14. Customer Complaints:

The Employee must follow procedures for handling customer complaints or incidents, requiring documentation and escalation in line with Arizona retail liability law.

All injuries or accidents must be reported immediately.

15. Physical Demands:

The Cashier role requires standing for extended periods, repetitive scanning/bagging, and occasional lifting within Arizona OSHA and ADA accommodation guidelines.

The Employee may request ergonomic adjustments or medical accommodations.

16. Workplace Injuries:

Procedures for handling workplace injuries include immediate reporting and filing workers’ compensation claims as per Arizona statutes.

17. Termination:

Termination procedures comply with Arizona law, including notice expectations, final wage timing (within 7 working days or the next payday, per ARS § 23-353).

The Employee must safely return all keys, drawer, badges, uniforms, or other employer property.

Payment for unused vacation or accrued sick leave is governed by company policy and state law.

Option A: Unused vacation will be paid out.

Option B: Unused vacation will not be paid out.

18. At-Will Employment:

Employment is "at-will" as recognized in Arizona.

Disciplinary action or immediate termination may occur for reasons including theft, falsification of receipts, register shortages, or consistent inaccuracies.

19. Non-Compete/Intellectual Property:

Non-compete restrictions are generally unenforceable for this role in Arizona.

Intellectual property provisions apply only if the Employee is involved in proprietary process improvement or technology feedback.

Option A: Employee agrees that Employer owns all intellectual property created at work.

Option B: Employee retains rights to suggestions or improvements.

20. Dispute Resolution:

Dispute resolution prioritizes internal complaint procedures, then Arizona-based mediation or arbitration.

Arizona law and state/federal courts govern this Agreement and any disputes arising from it.

21. Non-Retaliation:

Retaliation is prohibited for whistleblowing or safety complaints in compliance with Arizona law.

22. Electronic Monitoring:

[Choose One: Electronic monitoring/surveillance is in place at the register / Electronic monitoring/surveillance is NOT in place at the register]. If monitoring is in place, Employee consents to such monitoring.

23. Drug/Alcohol Policy:

The Employee acknowledges the company drug/alcohol policies, with reference to Arizona’s at-will limitations and workplace medical marijuana rules (including non-impairment at work and no possession during shifts).

24. Language Accommodations:

[Choose One: Agreements/Training/Safety materials are provided in Spanish / Agreements/Training/Safety materials are only provided in English] for effective cashier onboarding.

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

[Employer Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

[Employee Name]

[Employee Signature]