Oregon cashier employment contract template

Oregon Cashier Employment Contract

This Oregon Cashier Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between:

• [Employer Name], a [State of Incorporation] corporation with its principal place of business at [Employer Address] (“Employer”),
• and
• [Employee Name], residing at [Employee Address] (“Employee”).

Employer and Employee agree as follows:

1. Employment

• The Employer hires the Employee as a Cashier, and the Employee accepts such employment.
• Option A: This is a full-time employment position.
• Option B: This is a part-time employment position.

2. Job Duties

• The Employee will perform the following duties as Cashier:
  • Operating point-of-sale (POS) machines.
  • Processing sales transactions accurately.
  • Handling cash, credit, and debit card payments.
  • Making change and issuing receipts.
  • Balancing cash drawers at the beginning and end of shifts.
  • Offering customer support and resolving payment discrepancies.
  • Restocking merchandise in the immediate cashier area.
  • Complying with all Oregon transaction documentation rules.
  • Following loss prevention procedures.
  • Any other duties reasonably assigned by the Employer.
• Option A: The Employee is also required to maintain a valid [Certification Type, e.g., OLCC Server Permit].
• Option B: The Employee may be required to obtain a [Certification Type, e.g., Food Handler's Card] within [Number] days of hire.

3. Reporting Structure

• The Employee will report directly to [Supervisor Name], [Supervisor Title].
• Cash discrepancies or theft suspicions should be reported immediately to [Supervisor Name] and [Loss Prevention Contact].

4. Place of Work

• The primary place of work is located at [Business Address].
• Option A: The Employee may be required to work at other locations as needed.
• Option B: The Employee will only work at the location listed above.

5. Employment Status & Work Schedule

• The Employee is employed on a full-time basis.
• Option A: The regular work schedule is [Number] hours per week.
• Option B: The work schedule will vary, but the Employee is guaranteed a minimum of [Number] hours per week.
• The Employee's schedule will be provided [Number] days in advance.

6. Compensation

• The Employer will pay the Employee an hourly wage of [Dollar Amount].
• Option A: The Employee will be paid bi-weekly.
• Option B: The Employee will be paid semi-monthly.
• Payment will be made via [Payment Method, e.g., Direct Deposit].
• Overtime will be paid at a rate of 1.5 times the regular hourly rate for all hours worked over 40 in a workweek, as required by Oregon law.

7. Meal and Rest Breaks

• The Employee is entitled to a 30-minute unpaid meal break for every 6 hours of work.
• The Employee is entitled to a 10-minute paid rest break for every 4-hour segment of work.
• Meal breaks must be taken [Specify location, e.g., in the designated break room].
• Rest breaks must be taken [Specify location or guidelines].

8. Wage Statements

The Employee will receive itemized statements of earned wages and all applicable deductions with each paycheck, as required by Oregon law.

9. Tips/Gratuities

• Option A: Tips are not permitted at this establishment.
• Option B: Tips are permitted and will be [Specify tip distribution policy, e.g., pooled and distributed weekly].
• The Employer will not use tips to offset the Employee's minimum wage.

10. Benefits

• The Employee is eligible for the following benefits:
  • Option A: Medical, dental, and vision insurance.
  • Option B: Paid time off (PTO), accrued according to company policy.
  • Sick leave, accrued in accordance with Oregon's sick leave law.
  • Option C: 401(k) retirement plan.
• Details regarding benefits eligibility and coverage are outlined in the Employee Handbook.

11. Uniform/Dress Code

• The Employee is required to wear the following uniform: [Specify Uniform Details].
• Option A: The Employer will provide and maintain the uniform.
• Option B: The Employee is responsible for maintaining their uniform.

12. Training

• The Employee is required to complete training on [List required training topics, e.g., cash handling, POS system, ID verification, workplace safety] within [Number] days of hire.
• All training hours will be paid at the Employee's regular hourly rate.

13. Confidentiality and Data Protection

• The Employee agrees to maintain the confidentiality of customer payment information, personal data, and company records.
• The Employee must comply with all applicable Oregon laws regarding data breach notification and privacy.

14. Safety and Workplace Conduct

• The Employee must comply with all Oregon OSHA rules.
• The Employee must report any unsafe conditions to [Designated Contact].
• The Employee must follow procedures for handling robbery or workplace violence as outlined in the Employee Handbook.
• The Employee must remain in authorized cashier areas during shifts.

15. Antidiscrimination and Harassment Prevention

• The Employer is an equal opportunity employer and complies with ORS Chapter 659A.
• The Employer prohibits discrimination and harassment based on race, color, religion, sex, national origin, marital status, age, sexual orientation, veteran status, disability, gender identity, or any other protected category under Oregon law.
• Complaints of discrimination or harassment should be reported to [Designated Contact].

16. Non-Compete/Non-Solicitation

• The Employer acknowledges that Oregon law severely limits the enforceability of non-compete agreements, especially for cashier roles.
• This Agreement does not contain any non-compete or non-solicitation clauses applicable to the Employee's role as Cashier.

17. At-Will Employment & Termination

• The Employee's employment is at-will, meaning either party may terminate the employment relationship at any time, with or without cause or notice, subject to the provisions of this Agreement.
• Option A: The Employee is requested to provide [Number] days' notice of resignation.
• Option B: No advance notice is required for resignation.
• Upon termination, the Employee's final paycheck will be delivered in accordance with Oregon law.
• The Employee must return all Employer property (keys, uniforms, etc.) upon termination.

18. Cash Shortages

The Employer acknowledges Oregon law prohibits paycheck deductions for cash register shortages, errors, or breakages except in very limited circumstances and only with the Employee's written authorization.

19. Disability/Pregnancy Accommodations

• The Employer will provide reasonable accommodations for disabilities and pregnancy as required by Oregon law.
• The Employee must request accommodations through [Designated Contact].

20. Wage Discussion Retaliation

The Employer prohibits retaliation against employees for discussing wages, as required by Oregon law.

21. Workplace Posters

The Employer will display all mandatory workplace posters as required by Oregon law, including notices regarding paid sick leave, minimum wage, and OSHA.

22. Dispute Resolution

• Any disputes arising under this Agreement shall be subject to a grievance escalation process, beginning with [Designated Contact].
• This Agreement shall be governed by and construed in accordance with the laws of the State of Oregon.
• The jurisdiction for any legal action related to this Agreement shall be in the state and federal courts located in Oregon.

23. Oregon Sick Time and Family Leave

Employee has rights to accrue and use protected sick time and family leave under applicable Oregon law.

24. Mandatory Workplace Trainings

Employee may be required to attend mandatory workplace trainings, which will be scheduled by Employer. Employee will be paid for such trainings.

25. Photo/Video Surveillance

• Option A: The cashier station is subject to photo/video surveillance for security purposes.
• Option B: The cashier station is not subject to photo/video surveillance.

26. Background Checks

• Option A: Employment is contingent upon a satisfactory background check.
• Option B: No background check will be performed.

27. Language Proficiency

• Option A: Employee must be proficient in [Language] for customer communication.
• Option B: No specific language proficiency is required.

28. Religious Accommodation

The Employer will make reasonable accommodations for the Employee's religious practices, consistent with applicable law.

29. Reporting Violations

The Employee has the right to report wage, tip, or break violations anonymously to the Oregon Bureau of Labor and Industries (BOLI).

30. Modification

This Agreement is subject to modification in light of changes in Oregon law, Employer policy, or collective bargaining agreements (if applicable).

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]