Iowa cashier employment contract template

Iowa Full-Time Cashier Employment Agreement

This Full-Time Cashier Employment Agreement (the “Agreement”) is made and effective as of [Date] by and between:

[Employer Name], a [State of Incorporation] corporation with a principal place of business at [Employer Address] (“Employer”), and

[Employee Name], residing at [Employee Address] (“Employee”).

1. Position

The Employer hereby employs Employee as a Full-Time Cashier.

Job Description: Employee shall perform the following duties:

• Handling point-of-sale (POS) transactions.
• Processing cash, checks, and credit/debit payments.
• Balancing cash drawers.
• Handling returns/exchanges.
• Issuing receipts.
• Providing accurate change.
• Managing coupons/promotions.
• Maintaining a clean and organized checkout area.
• Detecting counterfeit currency.
• Reporting discrepancies or errors.
• Customer service duties.
• Compliance with store security protocols.

2. Work Location

Primary Work Location: [Store Address in Iowa]

Option A: Transfer: Employee may be subject to temporary or permanent transfer to other locations within the state of Iowa, as determined by Employer.

Option B: No Transfer: Employee’s primary work location is fixed and not subject to transfer without written consent.

Temporary Assignments: Employee may be required to work temporarily at alternate sites as needed, with reasonable notice.

3. Employment Status and Hours

Status: Full-time.

Option A: Hours: Employee will work a minimum of [Minimum Hours] hours and a maximum of [Maximum Hours] hours per week.

Option B: Schedule: Employee’s schedule will be [Fixed/Rotating/Split Shift], as determined by Employer, and subject to change with reasonable notice.

Overtime: Employee is [Exempt/Non-Exempt] from overtime pay under the Fair Labor Standards Act. Overtime pay will be paid at a rate of one and one-half (1.5) times the regular hourly rate for all hours worked over forty (40) in a workweek, as required by Iowa law.

Breaks: Employee is entitled to meal and rest breaks as required by Iowa law, based on the length of the shift.

4. Compensation

Hourly Wage: Employee shall be paid an hourly wage of [Hourly Wage], which is not less than the Iowa minimum wage. Note: if a local ordinance exceeds the state minimum wage, the higher rate applies.

Payment Frequency: Employee will be paid [Weekly/Bi-weekly/Monthly] via [Direct Deposit/Check].

Overtime Pay: As per Iowa law, overtime will be paid at 1.5 times the regular hourly rate for all hours worked over 40 in a workweek.

Time Tracking: Employee will track time using [Time Clock System/Manual Timesheet]. Time rounding practices will be [Specify Rounding Rules].

Option A: Tips: Employee is [Eligible/Ineligible] to receive tips or gratuities. If eligible, tips will be handled according to Employer's policy.

Option B: Bonuses: Employee may be eligible for performance-related bonuses based on [Specify Bonus Criteria, e.g., cash handling accuracy, customer satisfaction scores], as determined by Employer.

5. Benefits

Statutory and Voluntary Benefits:

• Group Health/Dental/Vision Insurance: Eligibility and coverage details will be provided separately.
• Paid Time Off (PTO): Employee will accrue PTO according to Employer’s policy, in compliance with Iowa law. This includes vacation, sick, and personal days.
• Holidays: Employee will receive paid time off for the following Iowa-recognized holidays: [List Holidays].
• Short/Long-Term Disability and Life Insurance: Eligibility and coverage details will be provided separately.
• Retirement Plan: Employee is [Eligible/Ineligible] to participate in the Employer’s retirement plan.
• Employee Discount: Employee is eligible for a [Discount Percentage/Specific Discount] on Employer's products/services.
• Leave: Leave will be provided according to law.
  • Jury Duty and Voting Leave: Paid/unpaid leave will be provided as required by Iowa law.
  • Parental Leave: Leave will be provided as required by applicable law.
  • Military Service: Leave will be provided as required by Iowa Code.
• Employee Assistance Program (EAP): Employee has access to the EAP.

6. Onboarding and Training

Mandatory Training: Employee must complete the following training programs:

• Store Policy Training
• Cash Register/POS System Training
• Anti-Theft and Loss Prevention Procedures
• Iowa-OSHA Workplace Safety Training
• Emergency Response Training
• Anti-Harassment Training
• Option A: Age-Restricted Sales Training: Training in Iowa laws on alcohol, tobacco, and lottery ticket sales (if applicable).

7. Conduct Requirements

Cashier-Specific Conduct:

• Cash and merchandise shortages are prohibited.
• Employee must immediately report any suspected theft or fraud.
• Employee must adhere to the company appearance/dress code.
• Cellphone use is prohibited at the register.
• Personal transactions are restricted during working hours.
• Employee must maintain professional customer interaction standards.
• Employee must comply with privacy policies concerning customer information.

8. Performance Evaluation and Discipline

Performance Standards: Employee's performance will be evaluated based on:

• Accuracy Metrics
• Frequency of Drawer Balancing
• Customer Feedback
• Secret Shopper Programs (if used)

Discipline:

• Progressive discipline steps for cash discrepancies, tardiness, or breaches of cash handling protocol may include:
  • Written or verbal warnings
  • Suspension
  • Termination

9. Anti-Discrimination and Anti-Harassment

Anti-Discrimination and Anti-Harassment: Employer is an equal opportunity employer and prohibits discrimination and harassment based on race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, age, or any other protected category under Iowa’s Civil Rights Act and federal laws.

10. Cash and Company Property Policy

Safeguarding Property: Employee is responsible for safeguarding cash, equipment, keys, and supplies.

Reporting Loss/Damage: Employee must report any loss or damage of company property immediately.

Return of Property: Employee must return all employer property upon separation.

Cash Variances: Employee is responsible for cash variances.

11. Confidentiality

Confidentiality: Employee must maintain the confidentiality of customer financial/payment information, internal sales/discount policies, and proprietary POS data.

12. Conflicts of Interest

Conflicts of Interest: Employee is prohibited from engaging in conflicts of interest, self-dealing, or unauthorized discounts.

Option A: Secondary Employment: Employee is [Permitted/Restricted] from secondary employment, especially with competing retailers in the area.

13. Compliance with Laws

Compliance: Employee must comply with all applicable Iowa retail food handling, tobacco/alcohol sales, and lottery ticket regulations (if applicable).

Employee must possess and maintain any required licenses or certifications.

14. Employment-at-Will

At-Will Employment: This is an at-will employment agreement, meaning that either party may terminate the employment relationship at any time, with or without cause or notice, subject to applicable Iowa law.

Option A: Resignation Notice: Employee is requested to provide [Number] days’ notice of resignation.

Separation Procedures: Employer will comply with Iowa Code regarding final paycheck timing and separation procedures.

Option B: Exit Interview: Employee [Is/Is Not] required to participate in an exit interview.

15. Grounds for Immediate Termination

Immediate Termination: Grounds for immediate termination include, but are not limited to:

• Theft
• Repeated cash shortages
• Falsifying time records
• Gross misconduct

16. Workplace Safety

Workplace Safety: Employer will provide a safe working environment, including:

• Safe cash storage
• Duress or robbery protocols and training
• Compliance with Iowa-OSHA
• Reporting and investigation of workplace injuries
• Access to Iowa Worker’s Compensation

17. Reporting Procedures

Reporting Incidents: Employee must report any workplace incidents (robbery, threats, injuries, harassment) immediately to [Contact Person/Department].

18. Complaint Channels

Complaint Channels: Employee may report concerns under whistleblower, anti-retaliation, and employer complaint channels as required by Iowa law to [Contact Person/Department].

19. Dispute Resolution

Dispute Resolution:

• Employee must first attempt to resolve any disputes through the Employer's internal complaint process.
• If the dispute cannot be resolved internally, the parties agree to participate in non-binding mediation in Iowa.
• This Agreement shall be governed by and construed in accordance with the laws of the State of Iowa. The state and federal courts located in Iowa shall have jurisdiction over any disputes arising under this Agreement.

20. Non-Compete/Non-Solicitation

Option A: Non-Compete/Non-Solicitation: There are no non-compete or non-solicitation clauses in this agreement.

Option B: Non-Compete/Non-Solicitation: Employee agrees to [Detailed description of non-compete and/or non-solicitation clause, ensuring it is narrowly tailored and compliant with Iowa law].

21. Advancement/Promotion

Advancement/Promotion: Employee's eligibility for advancement/promotion or transfer to other roles will be determined by Employer based on performance, qualifications, and business needs, consistent with Iowa labor mobility rights.

22. Background Checks/Drug Testing

Background Checks: Employment is contingent upon successful completion of a background check, in compliance with Iowa Code.

Option A: Credit Check: A credit check [Will/Will Not] be performed.

Drug Testing: Employee may be subject to drug testing in accordance with Employer's policy and Iowa law.

23. Accommodation for Disabilities

Accommodation: Employer will provide reasonable accommodations to employees with disabilities in accordance with Iowa and federal ADA requirements. Employee should contact [Contact Person/Department] to request an accommodation.

24. Lactation Breaks

Lactation Breaks: Employer will provide lactation breaks and a suitable private space for nursing mothers in compliance with Iowa law.

25. Modifications

Modifications: All policies and contract elements are subject to change in accordance with Iowa statutes.

By signing below, Employee acknowledges that they have received, read, understand, and agree to abide by the terms and conditions of this Agreement.

____________________________

[Employee Name]

____________________________

Date

____________________________

[Employer Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

____________________________

Date