Georgia retail sales associate employment contract template

Georgia Retail Sales Associate Employment Contract

This Georgia Retail Sales Associate Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between [Company Legal Name], a [State of Incorporation] corporation with its principal place of business at [Company Address] (“Employer”), and [Employee Legal Name], residing at [Employee Address] (“Employee”).

1. Position

* The Employer hires the Employee as a Retail Sales Associate.

* Job Responsibilities (include, but are not limited to):

* Greeting customers and providing excellent customer service.

* Demonstrating in-store product knowledge.

* Merchandising and shelf stocking.

* Monitoring inventory levels.

* Operating POS systems and cash registers.

* Processing sales and returns.

* Handling cash and card transactions.

* Meeting sales targets/quotas.

* Restocking merchandise.

* Loss prevention duties.

* Basic cleaning/tidying responsibilities.

* Participating in Georgia-mandated sales or age-restricted product procedures (e.g., tobacco, alcohol).

2. Work Location

* The Employee’s primary work location will be at the Employer’s retail store located at [Store Address] in Georgia.

* Option A: Store Transfers

* Employee may be subject to temporary or permanent transfers to other store locations within Georgia, as determined by the Employer's business needs.

* Option B: Travel Between Locations

* Employee may be required to travel between multiple store locations in Georgia. Reimbursement for travel expenses will be governed by the Employer's travel policy. [Mileage Rate]

3. Employment Type and Schedule

* The Employee’s employment is full-time.

* The Employee’s standard workweek will be approximately 40 hours per week.

* The Employee’s work schedule will be [Days of the week] from [Start Time] to [End Time], subject to change based on business needs.

* Meal and Rest Breaks: [Specify meal and rest break policy compliant with Georgia law, keeping in mind Georgia law does not mandate adult meal/break periods but may be provided per internal policy or minors law].

4. Overtime

* Employee is [Exempt/Non-Exempt] from overtime pay under the Fair Labor Standards Act (FLSA).

* If non-exempt, Employee shall be paid overtime at a rate of one and one-half (1.5) times their regular hourly rate for all hours worked over 40 in a workweek.

* All overtime work must be pre-approved by [Position/Manager].

5. Compensation

* Option A: Hourly Wage

* The Employee’s hourly wage is [Dollar Amount] per hour.

* Option B: Salary

* The Employee’s annual salary is [Dollar Amount], payable in [Number] installments.

* The Employee will be paid [Weekly/Bi-weekly/Semi-monthly/Monthly].

* Payment Method: [Cash/Check/Direct Deposit].

* Wages will be paid within [Number] days of the close of the pay period.

* Additional Compensation: [Describe any commission structure, bonuses, incentives, spiffs, etc., including calculation formulas.]

6. Benefits

* The Employee is eligible to participate in the following benefit programs, subject to the terms and conditions of each plan:

* Medical Insurance

* Dental Insurance

* Vision Insurance

* Retirement Plan/401(k)

* Paid Vacation: [Number] days per year, accrued according to company policy.

* Sick Leave: [Number] days per year, accrued according to company policy.

* Paid Holidays: [List paid holidays or state "None, as determined by Employer"].

* Employee Discounts: [Describe employee discounts].

* Uniform Allowance: [Amount or description of uniform policy].

* [Other Georgia-specific benefits or programs, e.g., access to EAP.]

7. Training

* The Employee will be required to complete training on the following topics:

* Customer Service

* POS System Use

* Georgia-Specific Sales Compliance (e.g., age verification)

* Safety

* Anti-Theft Measures

8. Workplace Standards

* The Employee is expected to adhere to the following workplace standards:

* Punctuality

* Adherence to dress code/uniform policy

* Professional conduct towards customers and coworkers

* Zero tolerance for theft or shrink

* Accurate and honest register operations

* Prohibition on unauthorized discounts

* Adherence to inventory policies

* Compliance with company and Georgia retail regulations

9. Reporting Structure

* The Employee will report directly to [Position/Title, e.g., Store Manager].

* The store chain of command is: [List chain of command, e.g., Employee -> Shift Leader -> Store Manager -> District Manager].

10. Equal Employment Opportunity and Anti-Discrimination

* The Employer is an equal opportunity employer and prohibits discrimination and harassment of any kind. The Employer is committed to providing a work environment free of discrimination and harassment. All employment decisions are based on business needs, job requirements, and individual qualifications, without regard to race, color, religion, sex, national origin, disability, age, genetic information, [Sexual orientation and gender identity if included in company policy], or any other status protected by the laws or regulations in Georgia.

11. Legal Compliance

* The Employer complies with all applicable federal and Georgia labor laws, including minimum wage laws (federal minimum wage applies), child labor laws (if applicable), and other relevant regulations.

12. Incident Reporting

* The Employee is required to report all workplace incidents, including customer complaints, workplace accidents, and injuries, to [Position/Title] immediately.

13. Confidentiality

* The Employee agrees to maintain the confidentiality of customer data, company sales information, and store security practices. [Include provisions here for any confidentiality obligations related to customer data, sales information, security practices, etc. Consider a limited NDA if truly necessary.]

14. Company Property

* Upon termination of employment, the Employee must return all company property, including uniforms, badges, store keys, and POS register access devices.

15. Background Checks and Drug Testing

* [If applicable: As a condition of employment, the Employee is subject to a background check and/or drug test. The Employee will receive a Notice of Right to Inspect Records in accordance with Georgia law.]

16. Non-Compete/Non-Solicitation

* [If applicable, include a *narrowly tailored* non-compete and/or non-solicitation clause. Georgia law requires such clauses to be reasonable in duration, geographic scope, and scope of prohibited activities. Seek legal counsel regarding enforceability.]

* Option A: Non-Compete

* Employee agrees not to work for a competing retail establishment within a [Number] mile radius of the Employer's [Specific Store Location] for a period of [Number] months following termination of employment.

* Option B: Non-Solicitation

* Employee agrees not to solicit the Employer's customers or employees for a period of [Number] months following termination of employment.

17. Termination

* 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.

* Voluntary Termination: Employee shall provide [Number] days' written notice of resignation.

* Involuntary Termination: The Employer may terminate the Employee’s employment for cause, including but not limited to, theft, gross misconduct, insubordination, or violation of company policy.

* Final Paycheck: The Employee will receive their final paycheck on the next regularly scheduled payday following termination.

* Post-Termination Obligations: The Employee shall return all company property, maintain confidentiality, and comply with any applicable non-compete or non-solicitation agreements.

18. Mandatory Notices and Posters

* The Employer will display all mandatory notices and posters required by the Georgia Department of Labor, including wage and hour, unemployment insurance, and workers’ compensation rights.

19. Dispute Resolution

* The parties agree to attempt to resolve any disputes arising out of or relating to this Agreement through good faith negotiation. If negotiation fails, the parties agree to [Mediation/Arbitration] in [City, Georgia]. This Agreement shall be governed by and construed in accordance with the laws of the State of Georgia.

20. Amendments

* This Agreement may be amended only by a written instrument signed by both parties.

21. Severability

* If any provision of this Agreement is held to be invalid or unenforceable, the remaining provisions shall remain in full force and effect.

22. Assignment

* This Agreement may not be assigned by the Employee without the prior written consent of the Employer.

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

____________________________
[Employer Representative Name]
[Employer Representative Title]
[Company Legal Name]

____________________________
[Employee Legal Name]