Nevada cook employment contract template

Nevada Cook Employment Contract

This Full-Time Cook Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between:

[Employer Full Legal Name], a [State of Formation, e.g., Nevada] [Entity Type, e.g., Corporation] with its principal place of business at [Employer Nevada Physical Address] (“Employer”),

and

[Employee Full Legal Name], residing at [Employee Nevada Physical Address] (“Employee”).

WITNESSETH:

WHEREAS, Employer desires to employ Employee as a Full-Time Cook, and Employee desires to be so employed;

NOW, THEREFORE, in consideration of the mutual covenants contained herein, the parties agree as follows:

1. Employment

Employer hereby employs Employee as a Full-Time Cook, and Employee hereby accepts such employment.

2. Job Title and Duties

Employee's job title shall be Full-Time Cook.

Employee shall perform the following duties:

• Food preparation, including washing, peeling, chopping, and slicing ingredients.
• Cooking menu items according to standardized recipes and portion sizes.
• Plating and garnishing dishes according to established presentation standards.
• Adhering to all recipes and preparation procedures.
• Cleaning and maintaining the kitchen and work areas.
• Properly storing food items to ensure freshness and prevent spoilage.
• Maintaining food safety standards in accordance with Nevada health codes.
• Performing daily equipment checks and reporting any malfunctions.
• Other duties as assigned by the [Supervisor Title, e.g., Chef de Cuisine].

Option A: Employee will specialize in [Cuisine Type, e.g., Italian] cuisine.

Option B: Employee will rotate through different kitchen stations as needed.

3. Nevada Health Code and Food Safety Compliance

Employee shall comply with all applicable Nevada health codes and food safety regulations, including but not limited to:

• Obtaining and maintaining a valid Nevada Food Handler Card.
• Adhering to all Southern Nevada Health District (SNHD) or relevant local health department standards.
• Reporting any symptoms or conditions as mandated by Nevada law.
• Cooperating with unannounced health inspections.

4. Working Hours

The Employee's regular working hours shall be [Number] hours per week, according to the following schedule: [Detailed Shift Schedule, e.g., Monday-Friday, 9:00 AM to 5:00 PM].

Break Schedule: Employee is entitled to a [Duration, e.g., 30-minute] unpaid meal break for every [Number] consecutive hours worked and [Number] paid [Duration, e.g., 15-minute] rest breaks per [Number] hour shift, as required by Nevada law.

Overtime: Employee shall be eligible for overtime pay at a rate of one and one-half (1.5) times their regular rate of pay for all hours worked over forty (40) in a workweek, or over eight (8) in a workday, as required by Nevada law.

Clock-in/out Procedures: Employee shall clock in and out accurately using the [Clock-in System, e.g., Time Clock, Software].

Attendance Policy: Employee is expected to be punctual and maintain regular attendance. Absences must be reported to [Supervisor Title] in advance whenever possible, according to company policy.

Option A: Employee’s schedule may vary based on the needs of the business with advance notice.

Option B: Employer guarantees a minimum of [Number] hours per week.

5. Compensation

Employer shall pay Employee a wage of [Dollar Amount] per [Pay Period, e.g., hour, week, month].

• If Employee is paid hourly, the wage is [Dollar Amount] per hour. Nevada minimum wage is currently [Dollar Amount] per hour without health benefits, and [Dollar Amount] with qualifying health benefits provided by the employer. This contract adheres to or exceeds the current Nevada minimum wage laws.
• If Employee is paid a salary, the annual salary is [Dollar Amount], paid in [Number] installments.

Payment Cycle: Employee will be paid [Payment Frequency, e.g., bi-weekly]. Wages will be paid on [Day of the Week].

Wage Statements: Employee will receive a written wage statement with each paycheck, as required by Nevada law, detailing gross wages, deductions, and net pay.

Tip Handling:

• Option A: Employee is not eligible to receive tips.
• Option B: Employee will participate in a tip pool, according to the following policy: [Detailed Tip Pooling Policy].
• Option C: Employee will retain all tips earned directly from customers.

Payment Upon Separation: Upon termination of employment, Employee will receive all final wages within [Number] days, or the next regularly scheduled payday, whichever is sooner, as required by Nevada law.

6. Benefits

Eligibility for benefits will commence after [Number] days of employment.

Employer offers the following benefits:

• Health Insurance: [Describe Health Insurance Plan]
• Vision Insurance: [Describe Vision Insurance Plan]
• Dental Insurance: [Describe Dental Insurance Plan]
• Life Insurance: [Describe Life Insurance Plan]
• Retirement Plan: [Describe Retirement Plan, e.g., 401(k)]
• Employee Meals: Employee is entitled to [Describe Employee Meal Policy, including any taxable benefit disclosures].
• Paid Time Off (PTO): Employee accrues PTO at a rate of [Number] hours per [Pay Period].
• Sick Leave: Employee accrues sick leave in compliance with Nevada law and any applicable local ordinances.
• Vacation: Employee is eligible for [Number] days of paid vacation per year.
• Holidays: Employee will be paid for the following holidays: [List of Holidays].

Nevada Public Employees’ Benefits Program (PEBP): [State whether or not the employer participates in PEBP and, if so, provide details]

7. Uniform and Personal Protective Equipment (PPE)

Employer will [Provide/Reimburse] Employee with [Description of Uniform/PPE].

Employee is responsible for maintaining the cleanliness of their uniform.

Employee shall wear appropriate footwear, as required by Nevada safety standards.

8. Licenses and Certifications

Employee must maintain a valid Nevada Food Handler Card.

Employee must participate in employer-mandated food safety training.

Option A: Employee must obtain and maintain a [Specific License/Certification].

Option B: Employer will reimburse Employee for the cost of obtaining the Nevada Food Handler Card.

9. Reporting Lines and Teamwork

Employee reports to [Supervisor Title, e.g., Chef de Cuisine].

Employee is expected to cooperate with all kitchen staff, including [List of Kitchen Staff Titles].

Employee is expected to maintain kitchen etiquette and participate in shift handovers.

Employee is expected to attend staff meetings as required.

10. Kitchen Conduct Rules

Employee shall comply with all posted kitchen safety protocols.

Workplace impairment due to drugs or alcohol is strictly prohibited, in accordance with Nevada law.

Employee must immediately report any workplace injury or incident to [Supervisor Title] and follow the procedures for filing a workers' compensation claim under Nevada law.

11. Anti-Discrimination and Harassment

Employer is an equal opportunity employer and prohibits discrimination based on race, color, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, or any other characteristic protected by Nevada Revised Statutes and applicable federal and local laws.

Employer is committed to maintaining a workplace free from sexual harassment and all forms of unlawful harassment.

Any incidents of discrimination or harassment should be reported immediately to [Human Resources Contact/Designated Reporting Person].

12. Intellectual Property

Option A: Any recipes, signature dishes, or food presentation developed by Employee during the course of employment may be the intellectual property of Employer.

Option B: Employee retains ownership of all pre-existing recipes, but any modifications or new recipes developed during employment related to employer's business may be co-owned.

[Specify ownership rights and usage after separation, as applicable, carefully considering Nevada law]

13. Confidentiality

Employee shall maintain the confidentiality of all proprietary information, including menus, ingredient sources, vendor relationships, and kitchen procedures.

This confidentiality obligation shall survive the termination of employment.

14. Termination

Employee's employment is at-will, meaning that either Employer or Employee may terminate the employment relationship at any time, with or without cause, and with or without notice, subject to Nevada law.

Option A: Employer may terminate Employee's employment for cause, including but not limited to violation of company policy, insubordination, or poor performance.

Option B: Employer will provide [Number] days' notice of termination, except in cases of gross misconduct.

Upon termination, Employee shall return all Employer property, including uniforms, keys, and equipment.

Final wages will be paid within the timeframe required by Nevada law.

Disciplinary Process: Prior to termination for performance issues, Employee may be subject to a progressive disciplinary process, which may include verbal warnings, written warnings, and suspension.

15. Non-Solicitation, Non-Disclosure, and Non-Compete

[Include or exclude this clause based on specific needs, remembering Nevada’s restrictions. Consult with legal counsel before using this clause.]

[WARNING: Nevada law sharply limits the enforceability of non-compete agreements. Any non-compete clause must be narrowly tailored to protect legitimate business interests and must not unduly restrict employee movement. Seek legal advice before including a non-compete clause.]

Non-Solicitation: Employee agrees not to solicit Employer’s employees or customers for [Number] months after termination of employment.

Non-Disclosure: Employee agrees not to disclose any confidential information of Employer to any third party.

Non-Compete: Employee agrees not to work for a competing restaurant within a [Radius, e.g., 5-mile] radius of Employer's business for [Number] months after termination of employment.

[Clearly define the restrictions, geographic scope, and duration. State the legitimate business interests being protected.]

16. Dispute Resolution

Any disputes arising out of or relating to this Agreement shall be resolved first through internal grievance procedures.

If internal grievance procedures are unsuccessful, the parties agree to attempt to resolve the dispute through mediation or arbitration in accordance with Nevada law.

Any legal action relating to this Agreement shall be brought in the state or federal courts located in [County, Nevada].

17. Compliance with Laws

Employer shall comply with all applicable Nevada and local workers' compensation, occupational safety and health standards, food safety and sanitation regulations.

Employer shall maintain workers' compensation insurance as required by Nevada law.

Employee shall follow all safety procedures and report any unsafe conditions to [Supervisor Title].

18. Required Workplace Postings

Employer shall maintain all required workplace postings and notices, including wage notice, OSHA, and food safety posters, as required by Nevada law.

19. Accommodations

Employer is committed to providing reasonable accommodations for religious practices, disability access, and pregnancy, as required by Nevada law.

Employees requiring accommodations should contact [Human Resources Contact/Designated Person].

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.

21. Governing Law

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

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

[Employer Full Legal Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

[Employee Full Legal Name]

[Employee Signature]