Maine janitor employment contract template

Maine Janitor Employment Contract

This Maine Janitor Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between [Employer Name], a [State] [Entity Type, e.g., Corporation], with a principal place of business at [Employer Address] (“Employer”), and [Employee Name], residing at [Employee Address] (“Employee”).

1. Position

* Full-Time Janitor

* Job Description: The Employee shall perform janitorial duties, including but not limited to:

* Cleaning and sanitizing floors, restrooms, common areas, and offices.

* Operating cleaning equipment such as vacuums, scrubbers, buffers, and carpet cleaners.

* Handling and storing cleaning chemicals safely.

* Disposing of waste and recycling according to local ordinances.

* Performing light facility maintenance (e.g., changing light bulbs, reporting repairs).

* Snow and ice removal from entryways, using salt/sand as needed.

* Using and maintaining PPE appropriately.

* Reporting health and safety concerns per Maine OSHA requirements.

2. Work Schedule and Location

* Option A: The Employee's standard work schedule is [Number] hours per week, [Start Time] to [End Time], [Days of the Week].

* Option B: The Employee's work schedule will vary based on Employer needs, with a minimum of 35 hours per week.

* Location(s): The Employee will primarily work at [Worksite Address]. The Employee may be required to work at other locations as needed.

* Rest and Meal Breaks: The Employee is entitled to a 30-minute unpaid meal break after 6 consecutive hours of work, as required by Maine law.

3. Employment Status

* W-2 Employee.

* Probationary Period: The first [Number] days of employment shall constitute a probationary period.

* Union Membership: [Option A: This position is subject to a collective bargaining agreement (CBA) with [Union Name].] [Option B: This position is not subject to a collective bargaining agreement.]

* Reporting Structure: The Employee shall report to [Supervisor Name], [Supervisor Title].

4. Compensation

* Hourly Wage: The Employee shall be paid an hourly wage of $[Amount], which is at or above the current Maine minimum wage.

* Overtime Pay: Overtime will be paid at a rate of 1.5 times the regular hourly rate for all hours worked over 40 in a workweek, consistent with Maine and federal law.

* Pay Frequency: The Employee will be paid [Option A: weekly] [Option B: bi-weekly].

* Payroll Deductions: All legally required payroll deductions and tax withholdings, including Maine state income tax, will be deducted from the Employee's pay.

* Shift Differentials/Premiums: [Option A: The Employee is eligible for a shift differential of $[Amount] per hour for work performed [Specify circumstances, e.g., between 10 PM and 6 AM].] [Option B: The Employee is not eligible for shift differentials or special duty premiums.]

5. Benefits

* Health Insurance: [Option A: The Employee is eligible for health insurance benefits after [Number] days of employment, subject to the terms of the Employer's health insurance plan.] [Option B: The Employer does not offer health insurance benefits.]

* Paid Time Off (PTO): The Employee will accrue paid time off in accordance with Maine's Earned Paid Leave law, earning at least 1 hour of paid leave for every 40 hours worked. Accrual, usage, carryover, or payout will be as per company policy.

* Sick Leave and Family/Medical Leave: The Employee is eligible for sick leave and family/medical leave as required by Maine law, including the Maine Family Medical Leave Act.

* Holidays: [Option A: The Employee is entitled to [Number] paid holidays per year, as designated by the Employer.] [Option B: The Employee is not entitled to paid holidays.]

* Workers’ Compensation: The Employee will be covered by Workers’ Compensation insurance as required by Maine law.

* Retirement Savings Plan: [Option A: The Employee is eligible to participate in the Employer's retirement savings plan after [Number] months of employment.] [Option B: The Employer does not offer a retirement savings plan.]

6. Training

* The Employee will complete all required occupational safety training, including hazardous materials handling, safe lifting/ergonomics, and bloodborne pathogens (if applicable).

* Periodic retraining will be provided as necessary.

* The Employee must be authorized to operate all assigned equipment.

7. Uniform/Dress Code

* The Employee is required to wear a uniform, which will be [Option A: provided by the Employer.] [Option B: reimbursed by the Employer up to $[Amount] per year.].

* The uniform must be kept clean and in good condition.

8. Workplace Hygiene and Safety

* The Employee must maintain workplace hygiene and follow all safety protocols.

* The Employee must maintain chemical safety logs (SDS) and comply with Right-to-Know regulations.

* The Employee must report all spills, accidents, and hazards immediately.

9. Anti-Discrimination and Harassment

* The Employer is an equal opportunity employer and prohibits discrimination and harassment based on race, color, sex, sexual orientation, gender identity, age, physical/mental disability, religion, ancestry, or national origin, as protected by the Maine Human Rights Act.

* Any complaints of discrimination or harassment should be reported to [Contact Person/Department].

10. Substance Abuse and Workplace Safety

* The Employer maintains a substance abuse and workplace safety policy.

* [Option A: This position is considered "safety-sensitive" for the purposes of drug testing.] [Option B: This position is not considered "safety-sensitive" for the purposes of drug testing.]

* The Employee must report any impairment or accidents on the job.

11. Confidentiality

* The Employee must maintain the confidentiality of any private information, records, or company data accessed during their work.

12. Outside Employment

* [Option A: The Employee may not engage in outside employment that competes with the Employer's business interests.] [Option B: The Employee is not restricted from engaging in outside employment.]

13. Termination

* Employment is at-will, meaning that either the Employer or the Employee may terminate the employment relationship at any time, with or without cause or notice, unless otherwise required by law or a collective bargaining agreement.

* Final Paycheck: The Employee will receive their final paycheck on the next regular payday following termination, as required by Maine law.

* Return of Property: Upon termination, the Employee must return all Employer property, including keys and uniforms.

14. Grievance and Discipline

* The Employer maintains a policy for addressing grievances and discipline.

* The Employee has the right to a witness or union representation during disciplinary proceedings, if applicable.

15. Workplace Injuries

* The Employee must report any workplace injuries immediately.

* The Employer will provide access to medical treatment and file a Workers’ Compensation claim as required by Maine law.

16. Employee Rights and Notices

* The Employer complies with all applicable Maine labor laws and will post required notices in the workplace.

* The Employee has the right to inspect their personnel file under Maine law.

* The Employee has the right to discuss wages or employment with coworkers, as protected by the Maine Wage Disclosure Law.

17. Dispute Resolution

* The parties agree to attempt to resolve any disputes through internal resolution and mediation before resorting to legal action.

* This Agreement shall be governed by and construed in accordance with the laws of the State of Maine.

18. Collective Bargaining Agreement

* [Option A: This Agreement is subject to the terms of the collective bargaining agreement (CBA) between the Employer and [Union Name]. In the event of any conflict between this Agreement and the CBA, the CBA shall govern.] [Option B: This Agreement is not subject to a collective bargaining agreement.]

19. Additional Maine Legal Notices

* The Employer complies with Maine's Earned Income Tax Credit, Child Labor Law (if applicable), and statutory OSHA/CDC cleaning protocols relating to infectious disease control.

20. Policy Manuals

* All policy manuals or handbooks provided to the Employee are incorporated by reference for behavioral expectations not expressly stated in this Agreement.

21. Amendments

* This Agreement may be amended or modified only by a written instrument signed by both parties.

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]

____________________________

Date