Colorado cashier employment contract template

Colorado Cashier Employment Contract

This Colorado Cashier Employment Contract (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] ("Employer"), and

[Employee Legal Name], residing at [Employee Address] ("Employee").

Employer and Employee agree as follows:

1. Employment

Employee is hired as a Cashier.

Cashier Duties and Responsibilities:

• Accurately operate cash registers and POS systems.
• Handle cash, checks, debit/credit transactions.
• Process returns and exchanges.
• Balance cash drawer at each shift's end.
• Issue receipts.
• Comply with Colorado’s price display, cash handling, and sales tax collection regulations.
• Check IDs for age-restricted sales per Colorado law.
• Handle coupons, discounts, and promotions per employer and state policies.
• Address customer inquiries.
• Follow loss prevention and security procedures.

Option A: Required Skills: Math proficiency, customer service, integrity, attention to detail.

Option B: Required Skills: [List Specific Skills].

Option A: Required Certifications: None.

Option B: Required Certifications: [List Certifications, e.g., Alcohol/Tobacco Sales Certification].

Option A: Background Check Required: Yes, subject to Colorado law.

Option B: Background Check Required: No.

2. Full-Time Status and Work Schedule

Employee's position is Full-Time.

Minimum Hours Per Week: [Number, e.g., 32] hours.

Regular Working Hours: [Specify Working Hours, e.g., Monday-Friday, 9:00 AM - 5:00 PM].

Scheduling Expectations: May include weekends and holidays.

Option A: Overtime: Eligible for overtime at 1.5x regular pay for hours worked over 40 in a workweek or 12 in a workday, per Colorado Wage Order.

Option B: Overtime: Not eligible for overtime due to [Reason, if exempt under Colorado law].

Meal and Rest Breaks: Compliance with Colorado meal and rest break requirements (uninterrupted 30-minute meal period for shifts over 5 hours, 10-minute paid rest for every 4 hours worked).

3. Place of Employment

Primary Place of Employment: [Store Address].

Option A: Multi-Location Work: May be required to work at other locations.

Option B: Multi-Location Work: Not required to work at other locations.

4. Compensation and Payment

Base Hourly Wage: [$ Amount] per hour, which meets or exceeds Colorado minimum wage.

Pay Frequency: [Frequency, e.g., Biweekly].

Overtime Rate: 1.5x regular hourly rate for eligible hours worked over 40 in a workweek or 12 in a workday.

Option A: Tips: Employee is eligible for tips. Tip pooling/sharing will be implemented according to [Description of tip policy]

Option B: Tips: Employee is not eligible for tips.

Wage Deductions: Permissible deductions under Colorado law will be applied.

5. Benefits

Mandatory Paid Sick Leave: Accrual under the Colorado Healthy Families and Workplaces Act.

Paid Family and Medical Leave: Compliance with state-compliant paid family and medical leave notice.

Option A: Health Insurance: Eligible for health insurance after [Number] days of employment.

Option B: Health Insurance: Not eligible for health insurance.

Option A: Dental Insurance: Eligible for dental insurance after [Number] days of employment.

Option B: Dental Insurance: Not eligible for dental insurance.

Option A: Vision Insurance: Eligible for vision insurance after [Number] days of employment.

Option B: Vision Insurance: Not eligible for vision insurance.

Option A: Life Insurance: Eligible for life insurance after [Number] days of employment.

Option B: Life Insurance: Not eligible for life insurance.

Option A: Retirement Plan: Eligible for [Type, e.g., 401(k)] retirement plan after [Number] days of employment.

Option B: Retirement Plan: Not eligible for a retirement plan.

Option A: Employee Discounts: Employee is eligible for employee discounts.

Option B: Employee Discounts: Employee is not eligible for employee discounts.

Option A: Paid Holidays: Eligible for paid holidays.

Option B: Paid Holidays: Not eligible for paid holidays.

Option A: Vacation/PTO: Accrual of vacation/PTO according to company policy.

Option B: Vacation/PTO: No vacation/PTO offered.

Child Labor Law Compliance: If employee is under 18, all applicable Colorado child labor laws will be followed.

6. Required Leave Types

Jury Duty Leave: Provided in accordance with Colorado law.

Voting Leave: Provided in accordance with Colorado law.

Domestic Violence Leave: Provided in accordance with Colorado law.

COVID-19 Leave: As required by applicable law or employer policy.

Public Health Emergency Leave: As required by applicable law or employer policy.

7. Employee Obligations and Workplace Conduct

Dress Code/Uniform: [Describe Dress Code/Uniform Requirements].

Punctuality: Employee is expected to be punctual.

Cash Handling and Theft Prevention: Strict adherence to cash handling and theft prevention standards.

Customer Interaction: Follow customer interaction procedures as outlined in training.

Emergency and Robbery Response: Employee will participate in emergency and robbery response training.

Reporting Discrepancies/Suspicious Activity: Employee must report any discrepancies or suspicious activity.

Anti-Harassment, Anti-Discrimination, and Workplace Violence Policies: Compliance with Employer's anti-harassment, anti-discrimination, and workplace violence policies as required by Colorado law (CADA, Equal Pay for Equal Work Act, etc.). These policies protect employees from discrimination based on race, color, sex (including pregnancy), sexual orientation, gender identity, religion, age, national origin, ancestry, disability, and marital status.

8. Training

Initial Onboarding Training: Required for all new employees.

Periodic Loss Prevention Training: Periodic training on loss prevention measures.

Customer Service Training: Training on customer service best practices.

Option A: Alcohol/Tobacco Compliance Training: Required if applicable.

Option B: Alcohol/Tobacco Compliance Training: Not required.

9. Data Privacy and Confidentiality

Adherence to data privacy and confidentiality of sensitive customer and employer information (credit card handling per PCI-DSS, loyalty program data, etc.).

Cash register access protocols must be followed.

10. Supervision and Reporting

Employee reports to: [Supervisor Title/Name].

Process for raising workplace concerns: [Describe Process].

11. Timekeeping

Prohibition of off-the-clock work.

Compliance with timekeeping procedures.

12. Use of Employer Property

Proper use of employer property (register, safe, keys, badge, uniforms).

Required return of employer property upon separation.

13. Probationary Period

Option A: Probationary Period: Employee is subject to a [Number]-day probationary period.

• Evaluation criteria: [Describe Evaluation Criteria].
• Eligibility for benefits during probationary period: [Describe Eligibility].

Option B: Probationary Period: No probationary period.

14. At-Will Employment

Employment is at-will, meaning either party may terminate the employment relationship at any time, with or without cause or notice, subject to applicable Colorado law. This Agreement is not a contract for a specific term of employment, and no statements or conduct should be interpreted to suggest otherwise.

15. Termination

Voluntary Resignation: Employee must provide [Number] days' written notice.

Termination for Cause: Employer may terminate employment for cause.

Layoff: Employer may terminate employment due to layoff.

Final Paycheck: Payable immediately upon termination or next scheduled payday per Colorado law.

16. Wage Disputes and Wage Theft

Procedure for handling wage disputes: [Describe Procedure].

Reference to Colorado administrative complaint process and contact info for the Colorado Division of Labor Standards and Statistics.

17. Workplace Injuries and Workers' Compensation

Mandatory reporting of workplace injuries.

Workers’ compensation coverage under Colorado law.

Exposure to workplace hazards (robbery, repetitive strain).

Access to safety equipment and training.

18. Dispute Resolution

Option A: Dispute Resolution: Progressive discipline, internal grievance.

Option B: Dispute Resolution: [Describe Specific Dispute Resolution Process, e.g., Mediation, Arbitration].

Governing Law and Jurisdiction: Colorado law governs this Agreement. Jurisdiction for any disputes will be in [County Name] County, Colorado.

19. Employment Verification and Compliance

Eligibility for employment verification.

Compliance with I-9 and Colorado’s E-Verify or state-specific new hire reporting.

20. Outside Employment

Employer’s requirements on outside employment, second jobs, or conflicts of interest (especially for cash handling roles): [Describe Requirements].

21. Incorporation of Policies

Employer policies, handbooks, or store rules referenced are incorporated by reference and provided to the Cashier.

22. Non-Compete

Option A: Non-Compete: No non-compete agreement required.

Option B: Non-Compete: A limited non-compete agreement is required, and will be reviewed by both parties to comply with Colorado Statute 8-2-113.

23. Acknowledgments

Employee acknowledges receipt of required privacy policies, wage notices, and anti-harassment training.

Employee acknowledges receipt of any equipment or cash issued.

24. Language Access

Option A: Language Access: This agreement is provided in English.

Option B: Language Access: A [Language] translation of this agreement is available upon request.

Signatures

Employer:

• Signature: ____________________________
• Printed Name: [Employer Representative Name]
• Title: [Employer Representative Title]
• Date: [Date]

Employee:

• Signature: ____________________________
• Printed Name: [Employee Legal Name]
• Date: [Date]