Illinois cashier employment contract template

Illinois Cashier Employment Contract

This Illinois Cashier Employment Contract (the "Agreement") is made and entered into as of [Date of Signing], by and between [Employer Legal Name], located at [Employer Address], Illinois ("Employer"), and [Employee Legal Name], residing at [Employee Address], Illinois ("Employee").

Position

Option A: Cashier

Option B: Cashier/Customer Service Associate

The Employee is hired as a Cashier and will report to [Supervisor Name/Title].

The Employee will primarily work at the Employer's Illinois location at [Store Address].

Duties

The Employee's duties include, but are not limited to:

• Operating cash registers and POS systems.
• Handling cash, credit, debit, and other payment forms.
• Issuing receipts.
• Accurately counting cash/change.
• Maintaining cash drawer integrity.
• Reconciling register at shift end.
• Following Illinois sales tax procedures.
• Processing returns, coupons, and gift cards.
• Verifying age for restricted sales (e.g., alcohol, tobacco), including compliance with Illinois Tobacco and e-Cigarette Sales to Minors Act.
• Handling and reporting discrepancies or counterfeit bills.
• Complying with internal theft-prevention and loss-prevention policies.
• Communicating with customers.
• Maintaining cleanliness and order at the checkout area.
• Assisting with store opening/closing procedures.
• Reporting suspicious activity.

Skills and Qualifications

Option A: Required skills and qualifications include basic math proficiency, customer service orientation, and the ability to stand for extended periods.

Option B: (Add specific skills, e.g., "Prior experience with POS system [POS System Name]")

Option C: If handling alcohol, Employee must obtain and maintain BASSET certification as required by Illinois law.

Training

The Employer will provide the Employee with:

• Illinois-specific onboarding.
• State-mandated workplace safety training.
• OSHA compliance modules.
• Harassment prevention training compliant with the Illinois Human Rights Act.
• Cash handling protocol training.

Work Location and Assignments

The primary work location is [Store Address].

Option A: Workplace assignments and transfers to other Illinois locations *are permitted*, subject to [Specify notice period] notice.

Option B: Workplace assignments and transfers to other Illinois locations *are not permitted*.

Employment Type and Schedule

The Employee is hired as a full-time employee per Illinois law.

Option A: The Employee's work schedule will be [Days of the week] from [Start time] to [End time].

Option B: The Employee's work schedule will vary based on the needs of the business. The employee will be provided with a schedule [Number] days in advance, in accordance with Illinois predictive scheduling statutes (if applicable).

• Minimum hours per week: [Number]
• Maximum hours per week: [Number]

Option C: (Specify rules regarding shift rotation and weekend/holiday work)

Meal Periods and Breaks

The Employee is entitled to Illinois-mandated meal periods (minimum unpaid 20 minutes for shifts of 7.5 hours or longer) and rest breaks. Nursing mother accommodations will be provided as required by law.

Compensation

The Employee will be paid at an hourly rate of [Dollar amount], compliant with the Illinois Minimum Wage Law and applicable City of Chicago/Cook County ordinances.

Option A: Step increases will be considered based on performance and tenure.

Option B: (Specify bonus, incentive, or tip-sharing arrangements. Detail calculation, distribution, and deduction prohibition as per Illinois regulations.)

Wages will be paid [Frequency, e.g., weekly, bi-weekly] via [Method of payment, e.g., direct deposit, check].

Wage statements will be provided [Specify how they will be provided, e.g., electronically].

Overtime will be paid at time-and-a-half for all hours worked over 40 in a workweek, in accordance with Illinois and federal law.

Wage deductions will only be made for lawful purposes with written authorization, compliant with the Illinois Wage Payment and Collection Act.

Benefits

• Eligibility for Illinois-mandated paid sick leave, compliant with the Paid Leave for All Workers Act.
• Option A: Employer-sponsored health/vision/dental insurance.
• Option B: Retirement plan access.
• Option C: Life/disability insurance.
• Option D: Paid vacation.
• Option E: Personal days.
• Option F: Bereavement leave.
• Option G: Paid Illinois state holidays.
• Option H: Transportation or parking assistance.
• Option I: Employee discounts.
• Compliance with Chicago/Cook County sick leave ordinances as relevant.

Workplace Postings and Notifications

The Employer will maintain all required workplace postings and notifications as mandated by Illinois law, including minimum wage, fair employment, anti-harassment, and safety notices.

Work Equipment

The Employer will provide the following work equipment:

• Uniform.
• Name badge.
• Cash drawer key.
• Register access codes.
• Policy for uniform maintenance/costs: [Specify policy, compliant with Illinois laws on uniform deductions].

Confidentiality

The Employee agrees to maintain strict confidentiality regarding all customer personal and payment data, company revenues, inventory control practices, proprietary POS system information, and internal financial reports. This includes compliance with PCI DSS and Red Flag Rules. Unauthorized removal or disclosure of sensitive information is strictly prohibited. All employer property, including keys, codes, and uniforms, must be returned upon termination.

Behavioral and Performance Standards

The Employee is expected to adhere to the following behavioral and performance standards:

• Punctuality.
• Professional presentation.
• Professional interaction with customers.
• Adherence to anti-discrimination/anti-harassment policies compliant with the Illinois Human Rights Act.
• Cashier conduct rules for addressing suspected theft, handling difficult customers, and chain of command for escalation.
• Compliance with security camera recording policies.

Workplace Safety

The Employee is expected to adhere to the following workplace safety expectations:

• Slip/fall prevention.
• Robbery response protocols.
• Procedures for reporting workplace injuries per the Illinois Workers’ Compensation Act.
• Instructions for seeking medical attention and filing claims.
• Procedures for addressing exposure to infectious agents (consistent with Illinois guidance).

Time and Attendance

The Employee is expected to adhere to the following time and attendance policies:

• Clock-in/out practices.
• Reporting absences.
• Requesting schedule changes.
• Consequences for tardiness or missing shifts.

Employment At-Will

Employment is at-will, meaning either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice, subject to the notice requirements outlined below.

Termination

Option A: Voluntary Resignation: Employee must provide [Number] days written notice of resignation.

Option B: Company-Initiated Dismissal: Employer may terminate the employment relationship at any time, with or without cause or notice.

Final wage payment will be made in accordance with the Illinois Wage Payment and Collection Act.

Return of Property: Upon termination, the Employee must return all Employer property, including uniform, keys, codes, and any employer-issued equipment.

Policy on references and employment verification: [Specify policy].

Eligibility for rehiring: [Specify policy].

Restrictive Covenants

Pursuant to the Illinois Freedom to Work Act, non-compete and non-solicitation clauses are expressly prohibited for cashiers employed by [Employer Legal Name].

Tips

Option A: Tips are *not* permitted in this role.

Option B: Tips *are* permitted and will be handled in fidelity with Illinois tipping regulations. Tip pooling, if applicable, will follow Illinois regulations regarding calculation, distribution, and deduction prohibition.

Workplace Monitoring

Option A: The Employer *does not* use video surveillance or monitoring technology at cash registers.

Option B: The Employer *uses* video surveillance or monitoring technology at cash registers and complies with the Illinois Workplace Privacy Act. The Employer complies with the Illinois Biometric Information Privacy Act (BIPA) if biometric data is collected (e.g., fingerprints, facial recognition for time clocks).

Dispute Resolution

Any disputes arising out of or relating to this Agreement will be resolved through reporting, investigation, mediation, arbitration, and recourse in Illinois state courts. This Agreement shall be governed by and construed in accordance with the laws of the State of Illinois.

Compliance

The Employee will comply with all applicable Illinois laws and regulations, including the Illinois Tobacco and e-Cigarette Sales to Minors Act, dram shop laws (if applicable), and age-verification processes.

Anti-Retaliation

The Employer prohibits retaliation against employees who report legal or safety violations.

Training and Certification Renewals

The Employee is responsible for completing mandatory training and certification renewals if the cashier handles lottery sales, alcohol, or other regulated items.

Additional Duties

• Participation in employer-sponsored training or team meetings (paid time).
• Option A: Cross-training: Cashiers *may* be assigned other store duties.
• Option B: Cross-training: Cashiers *will not* be assigned other store duties.
• Performance evaluations will be conducted [Frequency, e.g., annually].

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above. [Employer Representative Name] [Employer Representative Title] [Employer Legal Name] [Employee Legal Name] [Employee Signature]