Massachusetts cashier employment contract template

Massachusetts Cashier Employment Contract

This Massachusetts Cashier Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between [Employer Name], a company organized under the laws of Massachusetts, with its principal place of business at [Employer Address] (“Employer”), and [Employee Name], residing at [Employee Address] (“Employee”).

1. Position

The Employer hires the Employee as a full-time Cashier.

Option A: The Employee's primary responsibilities include operating a cash register and point-of-sale (POS) system, processing sales transactions (cash, credit, EBT, checks where applicable, and other payment forms), providing accurate change, handling coupons and discounts in accordance with Massachusetts law, issuing receipts, reconciling cash drawers, handling returns and exchanges, responding to customer inquiries, upholding company service standards, safeguarding against theft and fraud, maintaining workplace cleanliness, complying with employer policies for safe cash handling, and promptly reporting incidents or discrepancies.

Option B: The Employee's primary responsibilities include [Insert specific responsibilities relevant to the role].

This position requires basic math skills, attention to detail, standing for extended periods, handling repetitive transactions, and providing excellent customer service.

Physical requirements: [List any specific physical requirements, e.g., lifting up to 25 lbs].

2. Work Location

The Employee will primarily work at [Store Name] located at [Store Address], Massachusetts.

Option A: The Employer reserves the right to transfer the Employee to other store locations within [City/Region] as needed.

Option B: Employee's work location is fixed and transfers will require Employee's written consent.

Commuting expectations: The Employee is responsible for their own transportation to and from work.

Parking/Transportation benefits: [Specify employer-provided parking or public transportation benefits, or state "None"].

3. Employment Type and Work Schedule

The Employee is hired as a full-time employee under Massachusetts law. Full-time employment is defined as at least 32 hours per week.

Option A: The Employee’s standard weekly schedule will be [Number] hours per week, typically [Days of the week] from [Start Time] to [End Time].

Option B: The Employee's schedule will vary based on business needs and will be communicated in advance.

The Employer may require the Employee to work additional hours, weekends, or holidays. Overtime will be paid at a rate of 1.5 times the Employee’s regular hourly rate for hours worked over 40 in a workweek, as required by Massachusetts law.

Shift change rules: [Specify rules regarding shift changes, e.g., advance notice required].

Call-in procedures: [Specify call-in procedures for absence or lateness].

4. Compensation

The Employee's hourly wage is [Dollar Amount] per hour, which meets or exceeds the Massachusetts minimum wage.

Option A: Pay frequency is weekly.

Option B: Pay frequency is bi-weekly.

Overtime will be paid at a rate of 1.5 times the Employee’s regular hourly rate for hours worked over 40 in a workweek, as required by Massachusetts law.

Tip credit: [If applicable, specify tip credit and compliance with Massachusetts regulations. If not applicable, state "Not Applicable"].

Final wages will be paid immediately upon involuntary termination or within six days of voluntary resignation, as required by Massachusetts law.

5. Benefits

The Employee is entitled to Massachusetts Earned Sick Time in accordance with Massachusetts law. Sick time accrues and can be carried over as mandated.

Break entitlements: The Employee is entitled to [Number] paid break(s) of [Duration] each and a [Duration] unpaid meal period.

Option A: The Employee is entitled to an unpaid 30-minute meal period for shifts over 6 hours, as required by Massachusetts law. Documentation and granting of meal breaks will be as per company policy.

Option B: The Employee is entitled to [Specify break and meal break policy].

Vacation: [If provided, specify vacation accrual and usage policy. If not provided, state "Vacation is not provided"].

Paid Holidays: [Specify paid holidays or premium pay for holiday work, if applicable. If not applicable, state "No paid holidays are provided"].

Health, Dental, and Vision Insurance: [If provided, specify details of health, dental, and vision insurance coverage. If not provided, state "Health, dental, and vision insurance is not provided at this time"].

Retirement Plan: [Specify details of any retirement plan availability. If not available, state "No retirement plan is currently available"].

Eligibility for Unemployment Insurance and Workers’ Compensation: The Employee is eligible for unemployment insurance and workers’ compensation benefits according to Massachusetts law.

Employee Discounts, Uniforms, and Equipment: [Specify employee discounts, uniform provision, and equipment provided by the employer. If none, state "None"].

6. Public Health Emergency Leave

The Employee may be eligible for public health emergency leave in accordance with applicable Massachusetts and federal laws.

COVID-19 policies: [Specify current COVID-19 related policies and procedures].

Massachusetts Paid Family and Medical Leave (PFML): The Employer provides notice of the Employee's rights and responsibilities under the Massachusetts PFML program.

7. Cash Handling and Workplace Safety

The Employee must adhere to all cash handling and workplace safety protocols established by the Employer, including compliance with Massachusetts OSHA standards.

Option A: These protocols include emergency response training, robbery deterrence guidelines, and immediate reporting of workplace injuries or suspected theft as required by Massachusetts General Laws.

Option B: Cash handling procedures include [Detailed procedures].

8. Anti-Discrimination and Anti-Harassment

The Employer is committed to providing a workplace free of discrimination and harassment.

Option A: The Employer prohibits discrimination and harassment based on race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, pregnancy, veteran status, genetic information, and any other protected category under Massachusetts law.

Option B: Employees are expected to adhere to Employer's anti-harassment and anti-discrimination policy available in the employee handbook.

Procedures for submitting complaints, reporting retaliation, and employer response protocols are available in the Employee Handbook and comply with the requirements of the Massachusetts Commission Against Discrimination.

9. Wage Transparency

The Employee has the right to discuss their wages with other employees, as protected by the Massachusetts Equal Pay Act.

10. Wage Deductions

The Employer will make only deductions from the Employee’s wages that are authorized by Massachusetts law.

Option A: Deductions will be made for mandatory W-2 reporting, authorized benefits contributions, and wage assignments or garnishments pursuant to court orders and Massachusetts law.

Option B: [Describe all wage deduction practices].

11. Employment At-Will and Termination

Unless otherwise specified in a collective bargaining agreement or other written agreement, the Employee’s employment is at-will, meaning that either the Employee or the Employer may terminate the employment relationship at any time, with or without cause and with or without notice, subject to Massachusetts law.

Option A: The Employer will provide [Number] days' notice of termination where required by law.

Option B: The Employee is expected to provide [Number] days' notice of resignation.

Upon termination, the Employee will be paid all accrued wages and benefits in accordance with Massachusetts law. The Employee is required to return all company property.

12. Company Expectations

The Employee is expected to maintain satisfactory attendance, punctuality, and professional attire, and to conduct themselves professionally at all times.

Option A: Violations of company policies, including tardiness, cash shortages, or other breaches of policy, may result in disciplinary action, up to and including termination. The Employer maintains a progressive discipline policy as detailed in the Employee Handbook.

Option B: [Describe attendance, punctuality, and attire requirements].

13. Confidentiality

The Employee acknowledges that they may have access to confidential information, including customer financial data and employer business information. The Employee agrees to maintain the confidentiality of such information and to not disclose it to any third party.

Cash register codes, passwords, and security information remain the property of the Employer.

14. Recording of Transactions

The Employee is aware of Massachusetts' two-party consent laws regarding recording of customer transactions. Employer policy on recording transactions is [Describe policy, e.g., No recording without express consent of all parties].

15. Dispute Resolution

The Employer and Employee agree to attempt to resolve any disputes arising under this Agreement through internal resolution, mediation, or arbitration in Massachusetts before resorting to legal action. This Agreement shall be governed by and construed in accordance with the laws of the Commonwealth of Massachusetts, and any legal action shall be brought in the state or federal courts located in Massachusetts.

16. Compliance with Laws

The Employer will comply with all applicable Massachusetts payroll recordkeeping, wage notice, and workplace poster requirements.

The Employee acknowledges receipt and understanding of the Employee Handbook, safety training materials, and policy updates.

17. Special Massachusetts Statutory Requirements

The Employer will provide the Employee with a written sex harassment policy, as required by Massachusetts law.

The Employer will display required postings related to Earned Sick Time and compliance with the Domestic Violence Leave Act.

Non-compete agreements: The Employer acknowledges that Massachusetts law limits the use of non-compete agreements for low-wage positions and that any restrictive covenants on post-employment activity must comply with the Massachusetts Noncompetition Agreement Act and may not be enforceable for this position.

18. Accommodation Rights

The Employer will provide reasonable accommodations to pregnant employees as required by the Massachusetts Pregnant Workers Fairness Act.

The Employer will not retaliate against employees for taking protected leave.

19. Contract Revision

The terms of this Agreement are subject to revision in accordance with changes to Massachusetts labor and wage laws. The Employer will notify the Employee of any such changes.

20. Entire Agreement

This Agreement constitutes the entire agreement between the parties with respect to the subject matter hereof and supersedes all prior or contemporaneous communications and proposals, whether oral or written.

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

[Employer Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

Date: [Date]

[Employee Name]

Date: [Date]