Florida cleaner employment contract template
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How Florida cleaner employment contract Differ from Other States
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Florida does not require state income tax withholding, unlike many other states where employers must withhold state income tax.
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Minimum wage rates in Florida may differ due to regular updates based on ballot initiatives, affecting cleaner pay requirements.
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Florida has unique provisions for employment-at-will and fewer mandatory paid leave laws compared to several other states.
Frequently Asked Questions (FAQ)
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Q: Is a written employment contract required for cleaners in Florida?
A: No, written contracts are not legally required but are highly recommended for clarity and protection for both parties.
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Q: Does the Florida cleaner employment contract need to include overtime provisions?
A: Yes, the contract should address overtime to comply with both federal and Florida overtime pay requirements.
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Q: Are non-compete clauses enforceable in Florida cleaner employment contracts?
A: Non-compete clauses are generally enforceable in Florida if they are reasonable in scope, duration, and geographic area.
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Florida Full-Time Cleaner Employment Agreement
This Full-Time Cleaner Employment Agreement (the “Agreement”) is made and effective as of [Date] by and between:
[Employer Legal Name], a [Corporation/LLC/Sole Proprietorship] with its principal place of business at [Employer Address] (“Employer”), and
[Employee Full Legal Name], residing at [Employee Address] (“Employee”).
1. Position
* Option A: The Employer hires the Employee as a Cleaner/Custodian.
* Option B: The Employee’s position is designated as [Specific Cleaner Title].
2. Duties
* The Employee shall perform the following duties, including but not limited to:
* Sweeping and mopping floors.
* Vacuuming carpets and rugs.
* Dusting surfaces.
* Disinfecting surfaces.
* Restroom cleaning and sanitization.
* Trash removal.
* Window washing.
* Carpet and upholstery care.
* Floor stripping and waxing.
* Safe handling of cleaning chemicals and supplies.
* The Employee will perform cleaning services at the following locations:
* Option A: [Specify Locations - e.g., Offices, Commercial Buildings, Schools].
* Option B: Specific cleaning schedule for each facility: [Detail Schedule].
3. Equipment and Supplies
* The Employer shall provide the following equipment: [List of Equipment].
* Option A: The Employer shall provide all necessary cleaning supplies and materials.
* Option B: The Employee will be responsible for [Specify Supplies Employee Provides].
* The Employer will provide all necessary protective equipment as required by OSHA and Florida workplace safety standards, including [List PPE].
4. Training
* The Employee shall participate in mandatory training regarding:
* Chemical safety, including compliance with the Florida Right-to-Know Law and the federal OSHA Hazard Communication Standard.
* Proper equipment use and maintenance.
* Specific workplace safety procedures.
* [Additional Training Requirements].
5. Reporting
* The Employee shall report to [Site Supervisor/Facilities Manager/Cleaning Team Leader].
* The Employee shall check in/out according to the following procedures: [Detail Check-in/Check-out Procedures].
* The Employee shall document work completion using [Logs/Checklists/Other].
6. Employment Status and Hours
* The Employee’s employment is full-time.
* The standard work week is [Number] hours per week.
* The regular shift schedule is [Shift Schedule - e.g., Monday-Friday, 8:00 AM - 5:00 PM].
* The Employee is entitled to breaks in accordance with Florida law: [Detail Break Policy].
* Meal periods are [Detail Meal Period Expectations].
* Overtime work requires prior authorization from [Supervisor/Manager].
7. Compensation
* The Employee shall be paid an hourly wage of [Dollar Amount] per hour or a salary of [Dollar Amount] per [Pay Period].
* The pay cycle is [Weekly/Bi-weekly].
* The method of payment is [Direct Deposit/Check].
* Overtime pay shall be paid at a rate of one and one-half (1.5) times the regular rate for all hours worked over 40 in a workweek.
* Option A: A shift differential of [Dollar Amount or Percentage] will be paid for night or weekend work.
* Option B: No shift differential will be provided.
8. Benefits
* Option A: The Employee is eligible for health insurance coverage as described in the Employer’s health insurance plan.
* Option B: The Employee is not eligible for health insurance coverage.
* Option A: The Employee is eligible for dental and vision coverage as described in the Employer's benefits plan.
* Option B: The Employee is not eligible for dental and vision coverage.
* The Employer provides worker’s compensation insurance as required by Florida law.
* Option A: The Employee is eligible for paid time off (PTO) according to the Employer’s PTO policy. [Detail PTO Policy].
* Option B: The Employee is not eligible for paid time off (PTO).
* Option A: The Employee is eligible for paid sick leave according to the Employer’s sick leave policy. [Detail Sick Leave Policy].
* Option B: The Employee is not eligible for paid sick leave.
* Option A: The Employee is eligible for paid state or local holidays. [List Holidays].
* Option B: The Employee is not eligible for paid holidays.
* Option A: The Employee is eligible for bereavement leave according to the Employer's Bereavement leave policy. [Detail Bereavement leave policy].
* Option B: The Employee is not eligible for bereavement leave.
9. Travel and Reimbursement
* Option A: If the Employee is required to travel between work sites, travel time will be considered hours worked.
* Option B: Employee will work only at the assigned facility.
* Option A: The Employee will be reimbursed for mileage at the IRS standard mileage rate for use of their personal vehicle for work-related travel.
* Option B: The Employee will be provided with a company vehicle for work-related travel.
10. Legal Compliance
* The Employee must provide documentation establishing eligibility to work in the United States, as required by the I-9 process.
* The Employer will comply with Florida Minimum Wage laws.
* The Employer will adhere to the current Florida minimum wage (with annual adjustments as applicable).
11. Non-Discrimination and Harassment
* The Employer is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, pregnancy, national origin, age, handicap, marital status, or any other protected characteristic under applicable federal or Florida law.
* The Employer prohibits harassment of any kind.
* English proficiency or language requirements are only required to the extent strictly necessary for job duties.
12. Workplace Safety
* The Employee shall comply with all workplace safety policies, chemical storage guidelines, and procedures for reporting workplace injuries.
* The Employee shall immediately report all hazardous conditions or incidents to their supervisor.
* The Employee shall participate in all mandated safety meetings and training.
13. Keys and Access
* Option A: The Employee will be issued [Number] key(s) or an access card to [Location].
* Option B: The Employee will not be issued any keys or access cards.
* The Employee is responsible for the safekeeping of all keys and access cards.
* Loss or misuse of keys or access cards may result in disciplinary action, up to and including termination.
* The Employee will follow the Employer’s key log process: [Describe Log Process].
14. Confidentiality
* The Employee shall maintain the confidentiality of all non-public information about the Employer, its clients, or its premises.
* The Employee shall not disclose cleaning schedules, security practices, or client identities.
15. Background Checks
* Option A: As the Employee may be in contact with minors, a background check and fingerprinting are required.
* Option B: Employee will not be in contact with minors.
16. Behavior and Performance
* The Employee shall maintain professional conduct, including punctuality, appropriate appearance (grooming, uniform requirements), and courteous interaction with clients and colleagues.
* The Employee shall adhere to the Employer’s attendance policy. [Reference to Attendance Policy].
* Use of cell phones during work hours is restricted to [Specify Restrictions].
17. Disciplinary Action
* Grounds for disciplinary action include, but are not limited to: lateness, neglect of duties, insubordination, theft, misuse of chemicals, and violation of company policy.
* The Employer will follow a progressive discipline process, including warnings or performance improvement plans, as appropriate.
* The Employee will have an opportunity to respond to any allegations or complaints.
18. Substance Abuse Testing
* The Employee may be subject to substance abuse testing in compliance with Florida’s Drug-Free Workplace Act.
* The Employee consents to such testing.
* The Employer will provide notification of testing requirements and consequences for violations.
19. Transportation
* Option A: If the Employee uses their personal vehicle for work, they will be eligible for mileage reimbursement as per IRS guidelines.
* Option B: If using Employee’s personal vehicle, the Employee must maintain adequate insurance coverage.
* Option C: The Employee will be provided a company vehicle.
20. Union Membership
* The Employer respects the Employee’s right to organize or not to organize.
* Florida is a right-to-work state, and union membership is not a condition of employment.
21. Termination
* The Employee may resign with [Number] days' written notice.
* The Employer may terminate the Employee’s employment with or without cause, subject to applicable law.
* The Employer may terminate the Employee’s employment immediately for cause, including but not limited to: theft, endangerment of others, or violence.
* Final pay will be provided to the Employee in accordance with Florida law.
* Upon termination, the Employee shall return all Employer property, including keys, access cards, and uniforms.
22. Non-Solicitation
* Option A: For a period of [Number] months following termination of employment, the Employee shall not solicit the Employer’s clients or employees.
* Option B: This section is intentionally omitted.
23. Complaint/Whistleblower Procedures
* The Employer has procedures in place for reporting workplace violations or unsafe conditions, in compliance with Florida Statutes.
* The Employer will not retaliate against employees who report such violations in good faith.
24. Dispute Resolution
* Any disputes arising out of or relating to this Agreement shall be resolved through [Mediation/Arbitration] in [City, Florida] before resorting to litigation.
* This Agreement shall be governed by and construed in accordance with the laws of the State of Florida.
* Venue for any legal action relating to this Agreement shall be in [County, Florida].
25. Worker’s Compensation and ADA
* The Employer provides worker’s compensation coverage as required by Florida law.
* The Employer will provide reasonable accommodations for ADA-defined disabilities, as appropriate.
26. Record Keeping and Privacy
* The Employer will keep employment records in accordance with Florida law.
* The Employer will handle the Employee’s personal information in compliance with Florida privacy and data protection laws.
27. Entire Agreement and Amendments
* This Agreement constitutes the entire agreement between the parties and supersedes all prior agreements or understandings.
* This Agreement may be amended only in writing, signed by both parties.
* The employment relationship is at-will, unless otherwise specified, per Florida law.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.
[Employer Legal Name]
By: [Employer Representative Name]
Title: [Employer Representative Title]
Date: [Date]
[Employee Full Legal Name]
Signature:
Date: [Date]
