Nevada cashier employment contract template

Nevada Cashier Employment Contract

This Nevada Cashier Employment Contract ("Agreement") is made and entered into as of this [Date] by and between [Employer Name], located at [Employer Address], hereinafter referred to as "Employer," and [Employee Name], residing at [Employee Address], hereinafter referred to as "Employee."

• Employee Contact Information:
  • Phone: [Employee Phone Number]
  • Email: [Employee Email Address]
• Employer Contact Information:
  • Phone: [Employer Phone Number]
  • Email: [Employer Email Address]

1. Position and Job Duties

• The Employee is hired as a Cashier.
• The Employee's duties shall include, but are not limited to:
  • Accurately handling cash and credit transactions.
  • Operating POS (Point of Sale) and cash register systems.
  • Issuing receipts to customers.
  • Giving correct change to customers.
  • Reconciling cash drawers.
  • Complying with all cash handling procedures.
  • Reporting any cash discrepancies to the supervisor.
  • Balancing the till at the start and end of each shift.
  • Monitoring for counterfeit currency.
  • Ensuring loss prevention steps are followed.
  • Verifying identification for age-restricted sales, including alcohol and tobacco products, in compliance with Nevada law.
  • Adhering strictly to policies on voids, refunds, and returns.
  • Maintaining the cleanliness and safety of the workstation.
  • Supporting retail staff and overall store operations as needed.

2. Training Requirements

• The Employee is required to complete all mandatory workplace training, including:
  • Alcohol Awareness Training (TAM Card, if applicable).
  • Health and Safety Procedures Training.
  • Anti-Theft Protocols Training.
• Option A: The Employer will provide all necessary training at no cost to the Employee.
• Option B: The Employee is responsible for obtaining and maintaining a valid TAM card (if required).

3. Work Location

• The Employee's primary work location is [Store Address], located in [City, Nevada].
• Option A: The Employee may be required to work at other store locations within [County, Nevada].
• Option B: Employee will be required to work at multiple branches on a rotating schedule.
• The Employee is expected to be punctual and adhere to their scheduled shifts.

4. Employment Status, Hours, and Overtime

• This is a full-time employment position.
• The normal workweek is [Number] hours per week.
• The Employee's expected daily/weekly shift schedule is: [Detailed Shift Schedule].
• Overtime will be paid at a rate of one and one-half (1.5) times the Employee's regular hourly rate for all hours worked over 40 in a workweek, or over 8 hours in a workday if applicable, in accordance with Nevada law.
• The Employee is entitled to rest and meal breaks as required by Nevada law.
• The Employee is required to accurately clock in and out for all shifts.
• All hours worked will be compensated in accordance with Nevada Revised Statutes (NRS) 608.

5. Compensation

• The Employee's hourly wage is [Dollar Amount] per hour.
• The overtime rate is [Dollar Amount] per hour.
• The Employee will be paid [Weekly/Bi-Weekly/Monthly] on [Day of the Week].
• Payday procedures are in accordance with NRS 608.060.
• The Employee is responsible for reporting any payroll errors to the Employer immediately.
• Option A: The Employee is eligible to receive tips/gratuities, which will be handled according to company policy and Nevada law.
• Option B: The Employee is not eligible to receive tips/gratuities.
• Option C: The Employee may be eligible for bonuses based on perfect attendance and loss-prevention performance, according to established company criteria.

6. Benefits

• Option A: The Employee is eligible for group health, dental, and vision insurance after [Number] days/months of employment. Specific details are outlined in the employee benefits handbook.
• Option B: The Employee is not eligible for group health, dental, or vision insurance.
• The Employer complies with Nevada's Paid Leave law (NRS 608.0197).
• The Employee will accrue sick leave in accordance with Nevada law.
• Option A: The Employee is eligible for [Number] vacation days per year, accruing according to the Employer's vacation policy.
• Option B: The Employee is not eligible for vacation days.
• Option A: The Employee is eligible for holiday pay for the following Nevada-recognized holidays: [List of Holidays].
• Option B: The Employee is not eligible for holiday pay.
• The Employer will comply with the Family and Medical Leave Act (FMLA).
• Option A: The Employee is eligible for a [Percentage]% employee discount on store merchandise.
• Option B: The Employee is not eligible for an employee discount.

7. Cash Register and Money Handling Policies

• The Employee is responsible for maintaining the accuracy of their assigned cash register.
• The Employee will be held responsible for cash shortages or overages within established tolerance levels.
• All cash discrepancies will be investigated according to company policy.
• The Employee is NOT required to reimburse shortages out of their personal funds.
• Disciplinary procedures will be followed in cases of repeated cash handling errors or violations of company policy.

8. Unlawful Deductions

• The Employer will not make any unlawful deductions from the Employee's wages, in accordance with Nevada law (NRS 608.110).
• No unauthorized deductions for cash shortages will be made.

9. Compliance with Nevada Retail and Occupational Regulations

• The Employer will comply with all relevant Nevada retail and occupational regulations, including but not limited to required signage (age-restriction notifications, minimum wage posters).
• The Employer will maintain up-to-date compliance with state minimum wage rates and tip credit rules (if applicable).

10. Anti-Discrimination and Harassment Policy

• The Employer is an equal opportunity employer and prohibits discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, national origin, pregnancy, or genetic information, as protected by Nevada law.
• The Employer has a zero-tolerance policy for harassment.
• Employees are encouraged to report any instances of discrimination or harassment to [Designated Person/Department].

11. Workplace Surveillance

• Option A: The workplace is subject to surveillance via CCTV cameras for security and loss prevention purposes.
• Option B: No workplace surveillance is conducted.
• Employee acknowledges the Employer’s privacy policy.

12. Dress Code and Appearance

• The Employee is required to adhere to the Employer's dress code, which includes: [Detailed Dress Code Requirements, including uniform, name badge, personal presentation expectations, and grooming requirements].

13. Workplace Safety

• The Employee is expected to comply with all workplace safety rules and regulations, including OSHA standards applicable to Nevada workplaces.
• The Employee will participate in retailer emergency procedures and robbery/theft response training.
• The Employee is required to promptly report any injuries or unsafe conditions to [Designated Person/Department].

14. Training and Policy Updates

• The Employee will participate in initial onboarding, ongoing training, and policy updates.
• The Employee will receive re-training on cash handling and loss prevention as needed.
• The Employee is expected to attend periodic staff meetings or training sessions.

15. Professional Conduct and Customer Interactions

• The Employee is expected to maintain professional conduct and provide excellent customer service.
• The Employee is expected to follow the Employer’s protocols for greeting customers, up-selling (if applicable), and handling customer inquiries.
• The Employee must maintain customer privacy and confidentiality, and handle sensitive customer information (credit cards, membership accounts, etc.) in compliance with PCI DSS and company policy.

16. IT and Equipment Use

• The Employee is authorized to use company-provided scanners, registers, and POS devices for business purposes only.
• Unauthorized use or tampering with equipment is prohibited.
• The Employee must promptly report any technical issues with registers or payment terminals to [Designated Person/Department].

17. Store Opening and Closing Procedures

• Option A: The Employee may be required to participate in store closing and opening procedures, end-of-day reporting, and deposit of cash.
• Option B: The Employee is not required to participate in store closing and opening procedures.
• Option A: The Employee may be assigned keyholding responsibilities.
• Option B: The Employee will not be assigned keyholding responsibilities.

18. Secondary Employment and Non-Solicitation

• The Employee may engage in secondary employment, provided it does not interfere with their duties to the Employer.
• The Employee shall not solicit customers or coworkers for personal gain or for the benefit of a competing business.

19. At-Will Employment

• This is an at-will employment relationship, meaning that either the Employer or the Employee may terminate the employment relationship at any time, with or without cause or notice, subject to applicable Nevada law.

20. Discipline and Termination

• The Employer may discipline or terminate the Employee for cause, including but not limited to: theft, repeated cash errors, breach of store policy, or misconduct.
• Disciplinary actions may include verbal warnings, written warnings, suspension, or termination.
• The Employer will provide documentation of warnings, if applicable.
• Upon termination, the Employee will receive their final paycheck in accordance with Nevada law.
• The Employee must return all employer property, including keycards, uniforms, and company manuals, upon termination.
• The Employee will receive information regarding COBRA for continuation of benefits.

21. Dispute Resolution

• The Employer and Employee agree to make good-faith efforts to resolve any disputes arising out of or related to this Agreement through internal discussions.
• Option A: If internal discussions are unsuccessful, the parties agree to attempt to resolve the dispute through mediation or arbitration.
• Option B: All claims are to be resolved under Nevada law, and Clark or relevant county court shall have jurisdiction.

22. Union Affiliation

• The Employee has the right to join or not join a union, as permitted by Nevada law.

23. Acknowledgment of Policies

• The Employee acknowledges receipt of and agrees to abide by all company policies, standard operating procedures (SOPs), and the employee handbook, which are incorporated into this Agreement by reference.
• The Employee agrees to review any policy updates provided by the Employer.

24. Reasonable Accommodation

• The Employer will provide reasonable accommodation for disabilities, and language access as needed, in compliance with the Americans with Disabilities Act (ADA) and Nevada’s equal employment statutes.

25. Contract Updates

• This Agreement is subject to periodic updates to ensure compliance with Nevada labor law revisions.
• The Employee will be notified of any critical changes to this Agreement.

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]

____________________________
[Employee Name]

Date: ____________________________