Connecticut janitor employment contract template

Connecticut Full-Time Janitor Employment Contract

This Connecticut Full-Time Janitor Employment Contract (the “Agreement”) is made and entered into as of [Date] by and between [Employer Full Legal Name], a company located at [Employer Full Address] (“Employer”), and [Employee Full Legal Name], residing at [Employee Full Address] (“Employee”).

1. Position and Worksite

• The Employer hires the Employee as a Full-Time Janitor/Custodial Worker.
• Option A: The worksite is located at [Worksite Full Address].
• Option B: The worksite(s) are located at various locations throughout [City/County, Connecticut], as assigned by the Employer.

2. Job Responsibilities

• The Employee's responsibilities include, but are not limited to:
• Daily cleaning and sanitizing of floors, restrooms, classrooms, offices, and public/common areas.
• Waste/recycling collection and disposal according to local/state environmental standards.
• Restocking restrooms.
• Operation and routine maintenance of janitorial equipment (buffer, vacuum, carpet extractor).
• Minor facility repairs.
• Reporting safety/maintenance hazards as required under Connecticut workplace safety protocols.
• Snow/ice removal from walkways per Employer policy.
• Adherence to OSHA/CT DOL safety standards regarding cleaning chemicals.

3. Work Schedule and Overtime

• The Employee's full-time work schedule is [Number] hours per week.
• Option A: The Employee's typical shift is [Start Time] to [End Time], [Days of the Week].
• Option B: The Employee's shift schedule will vary based on Employer needs, with advance notice provided.
• The Employee is entitled to meal and rest breaks as required by Connecticut law.
• Overtime, if required, must be pre-approved by the Employer. Overtime pay will be at a rate of 1.5 times the regular hourly rate for hours worked over 40 in a workweek, per Connecticut General Statutes §31-76c.

4. Compensation

• The Employee's hourly rate/salary is [Dollar Amount] per [Hour/Week/Year].
• The Employee will be paid [Weekly/Bi-weekly/Monthly].
• Option A: Payment will be made via direct deposit.
• Option B: Payment will be made via check.
• The Employee's compensation will comply with the Connecticut minimum wage law, including any applicable annual increases.
• If applicable, a wage differential of [Dollar Amount] will be paid for hazardous cleaning assignments and/or overnight work.

5. Benefits

• Option A: The Employee is eligible for employer-sponsored health, dental, and vision insurance after [Number] days/months of employment.
• Option B: The Employer does not offer health, dental or vision insurance.
• The Employee is eligible for [Number] days of paid time off (PTO) per year, accruing at a rate of [Accrual Rate]. PTO usage is subject to Employer approval and any blackout dates.
• The Employee is eligible for sick leave as per Connecticut’s Paid Sick Leave Act, accruing at [Accrual Rate].
• The Employee is eligible for the following paid holidays: [List of Holidays].
• Option A: The Employee is eligible to participate in the Employer's retirement plan after [Number] months of employment.
• Option B: The Employer does not offer a retirement plan.
• The Employee is covered by workers’ compensation insurance as required by Connecticut law.

6. Uniforms and Equipment

• The Employer will provide uniforms, safety equipment, and PPE as required for the job.
• Option A: The Employer will maintain and launder the uniforms at its expense, as per CT Uniform Law.
• Option B: The Employee is responsible for laundering uniforms. The Employer will provide a [Dollar Amount] uniform allowance.
• The Employer will provide replacement policies for damaged/worn uniforms and equipment.

7. Reporting and Performance

• The Employee will report directly to [Supervisor Title].
• The Employee is expected to maintain minimum cleaning and sanitation standards as per relevant protocols.
• The Employee is expected to participate in workplace safety/HAZCOM and sexual harassment prevention training.

8. Disciplinary Action

• Disciplinary action may be taken for unsatisfactory performance or misconduct, following a progressive discipline process.

9. Equal Opportunity and Anti-Harassment

• The Employer is an equal opportunity employer and does not discriminate based on race, color, religious creed, age, sex, gender identity/expression, marital status, familial status, national origin, ancestry, sexual orientation, disability, or veteran status, as protected under the Connecticut Human Rights and Opportunities Act.
• The Employer has a strict anti-harassment policy. Employees are required to complete harassment and sexual harassment training per CGS §46a-54(15)(B).
• Complaints should be reported to [Contact Name/Title] at [Contact Information].

10. Termination

• The Employee may resign with [Number] weeks' written notice.
• The Employer may terminate employment for cause.
• Layoff procedures will comply with the CT WARN Act, if applicable.
• Upon termination, the Employee must return all employer-provided uniforms, badges, equipment, and keys.

11. Confidentiality

• The Employee may have access to sensitive areas and confidential information and agrees to maintain confidentiality.
• A non-compete agreement will not be imposed.

12. Safety and Compliance

• The Employee must comply with all federal and Connecticut OSHA standards.
• The Employee must attend employer-provided safety and compliance training sessions.

13. Attendance and Punctuality

• The Employee is expected to maintain consistent attendance and punctuality.
• Absences must be reported to [Contact Name/Title] as soon as possible.

14. Secondary Employment

• The Employee must obtain written approval from the Employer before engaging in secondary employment as a janitor.

15. Dispute Resolution

• Any disputes arising from this Agreement will be resolved through internal HR/management review, mediation (optional), and, if agreed upon by both parties, arbitration. The default jurisdiction is the Connecticut state court in the county of the primary job site. Connecticut law governs this agreement.

16. Acknowledgment

• The Employee acknowledges receipt of the employee handbook and any relevant facility codes of conduct.

17. Accommodation and Leave

• The Employer will provide reasonable accommodations for disability or religious observance as required by the Connecticut Fair Employment Practices Act and FMLA.

18. Signatures

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

• ____________________________
  [Employee Name]
  Date: [Date]

19. Emergency Contact Information

• [Emergency Contact Name]: [Emergency Contact Phone Number]

This Contract may be updated to reflect CT state law amendments or employer policy changes, with advance written notice to the Employee.