Iowa warehouse worker employment contract template

Iowa Warehouse Worker Employment Contract

Title: Warehouse Worker Employment Agreement

Signing Date: [Date]

Employer:

• Full Legal Name: [Employer Full Legal Name]
• Contact Details: [Employer Address, Phone, Email]

Employee:

• Full Legal Name: [Employee Full Legal Name]
• Contact Details: [Employee Address, Phone, Email]

Position and Job Duties:

• Position: Warehouse Worker
• Job Duties:
  • Receiving and inspecting shipments
  • Unloading/loading trucks
  • Order picking and packing
  • Stocking shelves/racks
  • Maintaining accurate inventory records
  • Use of material handling equipment (forklifts, pallet jacks). Required certifications/licensure: [List Certifications/Licensure, if any]
  • Product labeling
  • Safety inspection participation
  • Regular housekeeping/cleanup tasks
  • Use of inventory management systems
  • Prompt reporting of workplace hazards or inventory discrepancies.
• Additional Duties: [List any additional duties]

Work Location(s):

• Primary Location: [Iowa Warehouse Location Address]
• Variable Shifts:
  • Option A: Employee may be required to work at other warehouse facilities in Iowa as needed. [List Locations]
  • Option B: Employee will primarily work at the primary location listed above.

Employment Type and Work Schedule:

• Employment Type: Full-time
• Weekly Work Hours: [Number] hours per week
• Regular Work Schedule: [Days of the Week, Shift Start and End Times]
• On-Call/Mandatory Overtime:
  • Option A: Employee may be required to work on-call or mandatory overtime as needed.
  • Option B: Overtime will be offered but not mandatory unless otherwise stated with sufficient notice.
  • Conditions for Overtime: [Specify Conditions]

Compensation and Pay:

• Wage:
  • Option A: Hourly Rate: [Dollar Amount] per hour
  • Option B: Salary: [Dollar Amount] per year
• Itemized Statement of Pay: Employee will receive an itemized statement of pay with each paycheck.
• Overtime Compensation: Time-and-a-half for hours exceeding 40 per week, as per FLSA.
• Payday Frequency: [Weekly, Bi-weekly, Semi-monthly] consistent with Iowa Code Chapter 91A.
• Shift Differentials:
  • Option A: Night shift differential: [Dollar Amount] per hour.
  • Option B: Weekend shift differential: [Dollar Amount] per hour.
  • Option C: No shift differentials.
• Attendance Bonus/Productivity Incentive: [Describe Bonus/Incentive Structure, if any]
• Deductions:
  • Legally Required: Federal and Iowa income tax withholding, Social Security and Medicare contributions.
  • Optional: [List Optional Deductions, if any, e.g., health insurance premiums]

Benefits:

• Medical, Dental, and Vision Insurance:
  • Option A: Employee is eligible for employer-sponsored medical, dental, and vision insurance after [Number] days/months of employment.
  • Option B: The employer does not offer medical, dental and vision insurance.
• Paid Time Off (PTO):
  • Vacation: [Number] days of vacation per year, accrued as [Accrual Method].
  • Sick Leave: [Number] days of sick leave per year, accrued as [Accrual Method]. Payout on termination: [Specify Payout Policy or Lack Thereof].
  • Personal/Family Leave: Subject to applicable federal and state laws.
• Retirement Plan:
  • Option A: Employee is eligible for participation in the company's 401(k) plan after [Number] months of employment.
  • Option B: The employer does not offer a retirement plan.

Workers' Compensation and Safety:

• Coverage: Employee is covered by Iowa Workers' Compensation Insurance (Iowa Code Chapter 85 et seq.).
• Reporting: Employee must immediately report any workplace injury to [Designated Person/Department].
• Safety Standards: Compliance with OSHA and company safety policies.
  • Mandatory Safety Training: [List Required Safety Training, e.g., forklift certification, HazMat training].
  • Personal Protective Equipment (PPE): [List Required PPE].
  • Accident Reporting Protocols: [Describe Accident Reporting Procedures].
  • Emergency Drills: Participation in emergency drills and safety programs.

Workplace Policies and Procedures:

• Compliance: Employee is expected to comply with all employer workplace policies and procedures.
  • Attendance and Punctuality
  • Equipment Use
  • Security Protocols (restricted access areas, visitor policy)
  • Workplace Conduct
  • Anti-Harassment/Anti-Discrimination policies (covering race, gender, age, disability, etc., as protected by Iowa and federal law). Policy details are in the employee handbook.
• Employee Handbook: Employee acknowledges receipt of the employee handbook.

Iowa-Specific Provisions:

• Right-to-Work: Iowa is a right-to-work state. Union membership is not required.
• Union Membership:
  • Option A: The employer is a union shop and employee must adhere to collective bargaining agreements.
  • Option B: The employer is not a union shop.
• Drug and Alcohol Testing: Subject to drug and alcohol testing in line with Iowa Code Chapter 730.5.
  • Testing Circumstances: [Random, post-accident, reasonable suspicion]
  • Employee Rights and Remedies: As defined in Iowa Code Chapter 730.5.
  • Consequences of Violations: [Describe Consequences]

Confidentiality and Non-Disclosure:

• Confidential Information: Employee agrees to protect confidential information related to inventory records, pricing, and security protocols.
• Non-Compete/Non-Solicit: [Include narrowly tailored, lawful provisions if applicable, otherwise state "Not Applicable"]

Term and Termination:

• Employment At-Will: Employment is at-will, meaning either party may terminate the employment relationship at any time, with or without cause or notice.
• Termination Procedures:
  • Voluntary Resignation: [Required Notice Period, if any].
  • Involuntary Dismissal: Employer reserves the right to terminate employment for cause.
  • Layoff: [Describe Layoff Policy, if any].
• Exit Interview: Employee may be required to participate in an exit interview.
• Return of Property: Employee must immediately return all company property (badges, keys, equipment).
• Final Wages: Payment of final wages will be made in accordance with Iowa law.

Disciplinary Action:

• Grounds for Termination: Theft, physical altercation, gross safety violations, insubordination, etc.
• Disciplinary Process: [Describe Disciplinary Process, including due process].

Dispute Resolution:

• Methods: Internal grievance process, voluntary mediation.
• Governing Law: Iowa law and courts.

Immigration Compliance:

• Verification: Employee must provide proof of eligibility to work in the U.S. on hire, as required by the Immigration Reform and Control Act (IRCA).

Notices and Posters:

• Compliance: Employer will post required notices and posters in compliance with Iowa workforce regulations.
• Review of Files: Employee has the right to review their personnel file as per Iowa Code.

Workplace Surveillance:

• Surveillance Policy: [Describe Surveillance Policy, including camera use and any employee monitoring, if any, in compliance with privacy laws].

Company Training:

• Required: Annual safety refreshers, equipment certification/re-certification, ergonomics, and hazard communication (HazCom) as applicable.

Reasonable Accommodations:

• ADA Compliance: The employer will provide reasonable accommodations for employees with disabilities in compliance with the ADA and Iowa Civil Rights Act.

Signatures:

____________________________

[Employer Representative Name], [Employer Title]

____________________________

Date

____________________________

[Employee Name]

____________________________

Date