Idaho janitor employment contract template

Idaho Janitor Employment Contract

This Idaho Janitor Employment Contract (the “Agreement”) is made and entered into as of [Date] by and between [Employer Name], located at [Employer Address] (“Employer”), and [Employee Name], residing at [Employee Address] (“Employee”).

1. Employment

• Option A: The Employer hereby employs the Employee as a Full-Time Janitor/Commercial Cleaner.
• Option B: The Employer hereby employs the Employee as a Part-Time Janitor/Commercial Cleaner.

2. Job Description

• The Employee's duties include, but are not limited to:
  • Sweeping, mopping, and vacuuming floors.
  • Dusting surfaces.
  • Window cleaning.
  • Restroom sanitation.
  • Trash and recycling disposal.
  • Maintaining cleaning logs.
  • Restocking supplies.
  • Basic facility maintenance.
  • Reporting hazards.
  • Snow/ice removal from walkways (if applicable).
  • Managing cleaning chemicals according to local environmental and safety standards.
• Specific requirements may include:
  • Option A: Cleaning of [Facility Type, e.g., medical, educational, food-service] facilities, requiring adherence to relevant Idaho health and sanitation codes.
  • Option B: Use of specialized equipment such as [Equipment Type, e.g., floor buffers].
  • Option C: Emergency clean-up procedures for spills (e.g., spills from snow equipment, mud tracking).

3. Employment Classification and Hours

• The Employee is classified as a Full-Time Hourly employee.
• The Employee’s regular work schedule is:
  • Minimum weekly hours: [Number]
  • Maximum weekly hours: [Number]
  • Shift details: [Shift Details, e.g., Monday-Friday, 8:00 AM - 5:00 PM]
  • Option A: Includes night and/or weekend work.
  • Option B: Does not include night or weekend work.
• Break Entitlements: [Break Entitlements, e.g., One 30-minute unpaid lunch break and two 15-minute paid breaks] as required by Idaho law.

4. Overtime

The Employee is eligible for overtime pay at a rate of one and one-half (1.5) times their regular hourly rate for all hours worked over 40 in a workweek, in compliance with Idaho and federal FLSA rules.

5. Compensation and Benefits

• The Employee's base hourly wage is [Dollar Amount].
• Payment Frequency: [Payment Frequency, e.g., Biweekly, Semi-monthly].
• Method of Payment: [Method of Payment, e.g., Check, Direct Deposit, Pay Card].
• Mandatory Wage Deductions: All applicable deductions as required by Idaho regulations.
• Other potential compensation elements:
  • Option A: Eligibility for merit increases based on performance.
  • Option B: On-call or emergency response premiums: [Premium Amount or Formula].
  • Option C: Shift differentials: [Differential Amount or Formula].
  • Option D: Sign-on bonus: [Bonus Amount].
• Benefits:
  • Option A: Health Insurance: [Details of Health Insurance Plan].
  • Option B: Dental Insurance: [Details of Dental Insurance Plan].
  • Option C: Vision Insurance: [Details of Vision Insurance Plan].
  • Idaho Workers’ Compensation coverage.
  • Paid Time Off (PTO): [Details of PTO Policy, including accrual rates].
  • Sick Leave: [Details of Sick Leave Policy, if any].
  • Bereavement Leave: [Details of Bereavement Leave Policy].
  • Federal Holidays Observed: [List of Observed Holidays].
  • Option D: Retirement Plan/401(k): [Details of Retirement Plan].
• Uniform and Equipment:
  • The Employer will provide uniforms and necessary cleaning equipment.
  • Replacement policies for damaged or worn-out uniforms/equipment: [Details of Replacement Policies].

6. Training and Certification

The Employee is required to participate in training and certification programs for:

• Safe chemical handling.
• Use of cleaning equipment.
• OSHA/HIOSH/Idaho Division of Building Safety compliance.

7. Reporting and Supervision

• The Employee will report to [Supervisor Name], [Supervisor Title].
• Protocols for incident or hazard reporting: [Details of Reporting Protocols].
• Procedures for receiving work orders or scheduling adjustments: [Details of Procedures].

8. Background Checks and Security

• Option A: Employment is contingent upon successful completion of a background check.
• Option B: Employment is contingent upon successful completion of TB testing.
• Option C: Employment is contingent upon successful completion of a criminal record check.
• Option D: Employment is contingent upon required immunizations for work in [Facility Type, e.g., schools, hospitals].
• Authorization procedures for key or badge access to secured areas: [Details of Authorization Procedures]. All checks must comply with Idaho anti-discrimination and privacy laws.

9. Conduct and Expectations

The Employee is expected to adhere to the following:

• Uniform requirements: [Details of Uniform Requirements].
• Personal hygiene standards.
• Proper use of PPE.
• Prohibition on substance use.
• Appropriate customer/tenant interaction.

Prompt reporting of workplace injuries or accidents as per Idaho workers’ compensation law.

10. Work Location and Travel

• Primary work location(s): [Location(s)].
• Option A: The Employer reserves the right to transfer the Employee to other locations within Idaho temporarily or permanently.
• Option B: Travel/mileage reimbursement policy: [Details of Reimbursement Policy].

11. Confidentiality

The Employee agrees to maintain the confidentiality of security codes, facility keys, tenant/company information, and proprietary cleaning methods.

Non-compete: No non-compete agreement will be enforced for this cleaning/janitorial role.

12. At-Will Employment

Employment is at-will under Idaho law. The Employer or Employee may terminate the employment relationship at any time, with or without cause or notice, subject to Idaho Code 45-606.

13. Termination Procedures

• Notice Expectations: [Details of Notice Expectations, if any].
• Final Wage Payment: Final wages will be paid as required by Idaho law.
• Return of Tools/Uniforms: The Employee must return all Employer-provided tools and uniforms upon termination.
• Prohibition on retaliation for reporting workplace hazards or injuries.

14. Anti-Discrimination and Harassment

The Employer is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, age, disability, national origin, or any other protected characteristic under federal and Idaho law.

Idaho-based complaint/escalation processes: [Details of Complaint/Escalation Processes].

15. Dispute Resolution

Any disputes arising out of or relating to this Agreement shall be resolved through:

• Option A: Negotiation.
• Option B: Mediation in Idaho.
• Option C: Arbitration in Idaho.

Governing Law and Jurisdiction: This Agreement shall be governed by and construed in accordance with the laws of the State of Idaho.

16. Required Notices and Acknowledgments

The Employee acknowledges receipt of all required notices and documentation mandated by Idaho law, including wage and hours documentation and information regarding worker’s compensation.

17. Contract Adjustments

The Employer reserves the right to adjust or amend this Agreement as necessary, subject to applicable law.

18. Employer Policies and Procedures

The Employee acknowledges that they are subject to the Employer's policies and procedures manual, which is incorporated herein by reference. This includes Idaho building/facility safety rules, cleaning supply inventory procedures, and any specialized Idaho regulations for custodial staff.

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

____________________________
[Employer Name]

By: ____________________________
[Employer Representative Name], [Employer Representative Title]

____________________________
[Employee Name]