Iowa janitor employment contract template

Iowa Janitor Employment Contract

This Full-Time Iowa Janitor Employment Agreement is made and effective as of [Date] by and between [Employer Full Legal Name], located at [Employer Address], hereinafter referred to as "Employer," and [Employee Full Legal Name], residing at [Employee Address], hereinafter referred to as "Employee."

1. Employment

• Option A: The Employer hires the Employee to work as a Janitor.
• Option B: The Employer hires the Employee to work as a [Job Title].

2. Job Duties

• Option A: The Employee's essential job functions include cleaning and sanitizing assigned areas, sweeping, mopping, vacuuming, disposing of trash, restocking supplies, light maintenance (e.g., changing light bulbs), safe handling and storage of cleaning chemicals per OSHA and Iowa Department of Public Health requirements, snow/ice removal from entrances per seasonal needs, and use of powered equipment (e.g., floor scrubbers).
• Option B: Other duties as assigned by the Employer or [Supervisor Name].
• Option C: Facility-specific duties: [Detailed List of Facility-Specific Duties].
• Option D: The Employee may be required to fill out daily or weekly work checklists or logs.

3. Reporting

• Option A: The Employee reports to [Supervisor Name], who is responsible for giving work orders.
• Option B: The Employee reports to [Job Title].
• Option C: Shift supervisor identity: [Shift Supervisor Name]

4. Employment Status & Work Schedule

• Option A: The Employee’s position is considered full-time.
• Option B: The Employee’s regular work schedule is [Start Time] to [End Time], [Days of the Week].
• Option C: The Employee will primarily work at [Work Site Address].
• Option D: The Employee may be required to work at multiple buildings or areas.
• Option E: The Employee [will/will not] be required to work night, early morning, weekend, or holiday shifts.

5. Breaks

• Option A: The Employee will receive a [Number]-minute unpaid lunch break and [Number] paid rest breaks of [Number] minutes each, per [Number]-hour shift.
• Option B: Break times will be scheduled by [Supervisor Name].

6. Overtime

• Option A: The Employee will be paid overtime at a rate of one and one-half (1.5) times their regular hourly rate for all hours worked over forty (40) in a workweek, as required by Iowa Code Chapter 91A and the FLSA.
• Option B: Overtime work must be pre-approved by [Supervisor Name].
• Option C: Overtime pay will be computed based on [Specific Computation Method].

7. Compensation

• Option A: The Employee's hourly wage is [Dollar Amount].
• Option B: The Employee’s payment method will be [Direct Deposit/Check].
• Option C: The Employee is paid on a [Pay Cycle, e.g., Biweekly] pay cycle.
• Option D: Wage deductions will be made in accordance with Iowa law. A detailed itemization of all deductions will be provided on each pay stub.
• Option E: Wage disputes should be escalated to [Contact Person/Department].
• Option F: Shift differential for [Shift]: [Dollar amount/percentage]

8. Benefits

• Option A: The Employee [is/is not] eligible for health insurance, dental insurance, and vision insurance. The details of the insurance packages are outlined in the employee handbook.
• Option B: The Employee is eligible for [Number] days of paid time off (PTO) per year, covering vacation, sick days, and personal days.
• Option C: The Employee is eligible for paid time off on the following Iowa-recognized holidays: [List of Holidays].
• Option D: The Employer [will/will not] provide uniforms. If uniforms are provided, the Employee [will/will not] receive a laundry allowance of [Dollar Amount] per [Pay Period].
• Option E: The Employee [is/is not] eligible for the Employer's pension/retirement plan.
• Option F: The Employee [is/is not] covered by life or accidental death insurance.
• Option G: The Employee [is/is not] eligible for tuition or certification reimbursement for cleaning, safety, or hazardous materials training.

9. Safety Compliance

• Option A: The Employee must comply with all federal and Iowa workplace safety regulations, including the use of PPE, bloodborne pathogen standards (if applicable), provision of MSDS information for chemicals, and training on proper lifting techniques.
• Option B: The Employee must immediately report all on-the-job injuries to [Supervisor Name/Department].
• Option C: The Employee is covered by Iowa Workers' Compensation.
• Option D: The Employee is required to participate in all mandated safety training or drills.

10. Conduct and Professionalism

• Option A: The Employee must be punctual, maintain appropriate work attire (including uniform if required), and properly use and care for Employer property/equipment.
• Option B: Unauthorized visitors are prohibited. The Employee must not access restricted areas without authorization.
• Option C: Found property should be turned in to [Designated Location/Person].
• Option D: The Employee must maintain professional workplace conduct.

11. Non-Discrimination/Harassment

• Option A: The Employer prohibits discrimination, harassment, or retaliation based on race, color, creed, sex, sexual orientation, gender identity, national origin, religion, disability, age, or any other protected class under Iowa Code Chapter 216 and federal law.
• Option B: The Employer's EEO policy is available in the employee handbook.

12. Confidentiality

• Option A: The Employee must maintain strict confidentiality regarding any information overheard or encountered during work, particularly in sensitive settings.
• Option B: The Employee must handle privacy or proprietary data with care and discretion.

13. Background Checks/Screening

• Option A: Employment is contingent upon successful completion of a criminal background check and/or fingerprinting.
• Option B: The Employee may be subject to pre-employment and/or random drug screening.

14. Secondary Employment

• Option A: The Employee must notify the Employer of any secondary employment, especially if it involves competing cleaning providers.

15. Leave of Absence

• Option A: The Employee may be eligible for leave of absence under the FMLA or Iowa family care or sick leave provisions.
• Option B: The Employee must provide [Number] days' notice for any planned absence.

16. Term and Termination

• Option A: Employment is at-will, meaning either party may terminate the employment relationship at any time, with or without cause or notice.
• Option B: The Employee is requested to provide [Number] weeks' notice of resignation.
• Option C: The Employer may terminate the Employee's employment immediately for cause, including theft, violence, gross negligence, or repeated safety violations.
• Option D: Upon termination, the Employee will receive final wage payment in accordance with Iowa law and must return all Employer property, including keys, facility badges, and uniforms.

17. Mandatory Reporting

• Option A: If employed in a school or child care setting, the Employee is a mandated reporter and must report any observed child abuse or safety hazards in accordance with Iowa law.

18. Training and Advancement

• Option A: Opportunities for training and advancement, such as promotion to lead janitor or access to paid in-service courses, may be available.
• Option B: The Employee may be required to attend annual safety recertification.

19. Union Membership

• Option A: This employment [is/is not] subject to a collective bargaining agreement with [Union Name], Local [Local Number]. The terms of the collective bargaining agreement govern where applicable.

20. Complaints and Disputes

• Option A: The Employee should report any complaints or disputes to [Supervisor Name/HR Department].
• Option B: Disputes will be handled in accordance with the Employer's policy and/or the collective bargaining agreement (if applicable).
• Option C: Iowa-specific mediation, arbitration, or legal venue provisions: [Specific Details].

21. Licenses and Certifications

• Option A: The Employee [is/is not] required to hold any professional licenses or certifications related to janitorial work in Iowa.
• Option B: Required licenses/certifications: [List of Licenses/Certifications].

22. Non-Solicitation

• Option A: The Employee is prohibited from soliciting the Employer's clients or employees for a period of [Number] months following termination of employment.

23. Intellectual Property

• Option A: All intellectual property and materials created by the Employee during the course of employment, including forms, checklists, and cleaning process improvements, shall belong to the Employer.

24. Smoke-Free Air Act

• Option A: The Employer complies with the Iowa Smoke-Free Air Act. The Employee must follow all smoking/tobacco/vaping policies at the worksite.

25. Employee Handbook

• Option A: The Employee acknowledges receipt of the employee manual and any addenda, including Iowa-specific policies, and is responsible for upholding those policies.

26. Governing Law

• Option A: This Agreement shall be governed by and construed in accordance with the laws of the State of Iowa. It is intended to comply with all applicable Iowa wage, hour, and employment laws and may be amended to reflect legislative changes affecting janitorial employment.

27. Entire Agreement

• Option A: This Agreement constitutes the entire agreement between the parties and supersedes all prior agreements and understandings, whether written or oral.

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

____________________________
[Employer Full Legal Name]

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

____________________________
[Employee Full Legal Name]

Date: ____________________________