Pennsylvania cashier employment contract template

Pennsylvania Cashier Employment Contract

This Full-Time Cashier Employment Agreement (the "Agreement") is made and effective as of [Date] by and between:

• [Employer Name], a [State] [Business Type] with its principal place of business at [Employer Address] ("Employer"), and
• [Employee Name], residing at [Employee Address] ("Employee").

1. Position and Job Description

• The Employer hires the Employee as a full-time Cashier.
• The Employee’s primary responsibilities include, but are not limited to:
  • Operating point-of-sale (POS) systems.
  • Scanning items accurately.
  • Handling cash, checks, credit/debit card payments.
  • Balancing the cash register at the beginning and end of each shift.
  • Managing receipts and providing accurate change.
  • Issuing refunds and processing returns.
  • Performing price checks and resolving pricing discrepancies.
  • Adhering to loss prevention guidelines and security procedures.
  • Assisting customers courteously and professionally.
  • Stocking impulse items and maintaining a clean work area.
  • Complying with opening and closing procedures.
  • Reporting any discrepancies or issues to the supervisor, [Supervisor Name].
• Required Skills:
  • Cash management and handling skills.
  • Basic mathematical skills.
  • Excellent customer service and communication skills.
  • Knowledge of Pennsylvania sales tax regulations.
  • Compliance with company policies and procedures.

2. Work Location and Reporting

• The Employee's primary work location will be at the Employer's store located at [Store Address] in Pennsylvania.
• The Employee will report directly to [Supervisor Title] and will coordinate with other staff members, including [Job Title 1] and [Job Title 2].
• Option A: Temporary reassignments to other store locations within a reasonable commuting distance may be required. The Employer will provide reasonable notice of such reassignments.
• Option B: The Employee may be considered for a permanent transfer to another store location within Pennsylvania based on business needs and performance. Any such transfer will be subject to the Employer's internal transfer policy.

3. Employment Terms

• The employment is full-time.
  • The Employee's standard work week will be [Number] hours per week.
  • The Employee’s work schedule will be [Days of the Week], with shifts typically between [Start Time] and [End Time].
  • The Employee may be required to work evenings, weekends, and holidays as business needs dictate.
  • The Employee is expected to be punctual and maintain consistent attendance.
• The Employee will be entitled to break periods and meal periods in compliance with Pennsylvania law and the Employer’s policy.
• Option A: The Employee will be eligible for overtime pay at a rate of one and one-half (1.5) times their regular hourly rate for all hours worked in excess of forty (40) hours per workweek, as required by Pennsylvania law.
• Option B: Overtime must be pre-approved by the Employee's supervisor.
• The Employee is required to accurately record their time worked using the Employer's timekeeping system, clocking in and out at the beginning and end of each shift and for all meal periods.

4. Compensation and Benefits

• The Employee's hourly wage will be [Hourly Wage] per hour, payable [Pay Frequency, e.g., bi-weekly].
  • The Employee will be paid via [Payment Method, e.g., direct deposit, payroll card].
  • The pay schedule is [Pay Dates].
• Option A: The Employee may be eligible for performance-based bonuses, such as customer service incentives or cash handling accuracy awards, subject to meeting established criteria.
• Option B: The Employer does not currently offer performance-based bonuses.
• Benefits:
  • The Employee will be eligible for health insurance benefits [Eligibility Details, e.g., after 90 days of employment]. Details regarding coverage options and costs will be provided separately.
  • The Employee will accrue paid time off (PTO) in accordance with the Employer's policy, which includes vacation and sick leave. Details of the PTO policy are available in the employee handbook.
  • The Employee will be entitled to observe the following public holidays recognized in Pennsylvania: [List of Holidays]. The Employer’s policy regarding holiday pay or time off will be outlined separately.
  • The Employee may be eligible for unpaid leave, including family and medical leave, in accordance with applicable federal and Pennsylvania law.
• Option A: The Employee will be eligible to participate in the Employer's 401(k) retirement plan [Eligibility Details, e.g., after one year of service].
• Option B: The Employer offers an employee discount program [Discount Details].

5. Training

• The Employee will be required to complete mandatory training, including, but not limited to:
  • POS system training.
  • Cash management and loss prevention training.
  • OSHA safety training.
  • Emergency procedures training.
  • [Specific Training, e.g., Food safety certification, if applicable]
  • Cart handling procedures.

6. Confidentiality

• The Employee acknowledges that they may have access to confidential information, including customer information, payment data, store policies, and proprietary operational procedures.
• The Employee agrees to maintain the confidentiality of such information both during and after their employment.
• The Employee will not use or disclose any confidential information for their own benefit or the benefit of any third party.
• Specifically, the employee will not disclose customer lists, pricing strategies, or inventory systems.

7. Workplace Conduct

• The Employee is expected to maintain a professional appearance and conduct themselves in a respectful manner at all times.
  • The Employee is required to wear the company-provided uniform or name tag as instructed.
  • The Employee must be punctual and adhere to their scheduled work hours.
  • Option A: The Employee is prohibited from accepting tips from customers.
  • The Employee must immediately report any suspected theft or counterfeit money to their supervisor.
• The Employee must avoid conflicts of interest, including processing personal transactions, favoring friends/family customers, or misusing employee discounts.
• The Employee should report any complaints or concerns through the established channels.
• The Employee is required to comply with all applicable federal and Pennsylvania anti-harassment, nondiscrimination, and equal opportunity laws. The Employee will maintain an inclusive and respectful workplace, free from discrimination based on race, color, religion, ancestry, age (40+), sex, national origin, disability, or any other protected characteristic under the Pennsylvania Human Relations Act. Any instances of discrimination or harassment should be reported immediately to [Contact Person].

8. Employment At-Will

• 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 applicable law.
• Option A: If the Employee voluntarily resigns, they are requested to provide [Number] weeks' written notice.
• Option B: The Employer may terminate the Employee’s employment immediately for cause, including, but not limited to, cash shortages, theft, persistent tardiness, or violating company policies.
• Upon termination of employment, the Employee will receive their final paycheck in accordance with Pennsylvania law and return all company property, including uniforms, keys, and ID badges.

9. Compliance

• The Employee will comply with all applicable Pennsylvania laws, including those related to unemployment compensation and workers' compensation.
• The Employee acknowledges receipt of required notices and posters relating to employee rights under the Pennsylvania Wage Payment and Collection Law.

10. Absence Management

• The Employee is required to notify their supervisor as soon as possible if they are unable to report to work due to illness or other unforeseen circumstances.
• For medical absences, the Employee may be required to provide documentation from a medical professional in accordance with Pennsylvania law and the Employer’s policy.
• Option A: The Employee may be eligible for leave under the Family and Medical Leave Act (FMLA), subject to meeting eligibility requirements.

11. Disciplinary Procedures

• The Employee may be subject to disciplinary action for violations of company policies or unsatisfactory performance.
• Disciplinary action may include verbal warnings, written warnings, suspension, or termination of employment.
• Specific disciplinary procedures related to cashiering duties, such as handling register discrepancies or repeated till errors, will be outlined in the employee handbook.

12. Restrictive Covenants

• The Employee agrees not to solicit the Employer's customers or employees for a period of [Number] months following termination of employment.
• The Employee agrees not to disclose any confidential information or trade secrets of the Employer following termination of employment.
• Option A (Non-Compete): The Employee agrees not to work for a direct competitor of the Employer within a [Radius] mile radius for a period of [Number] months following termination of employment, acknowledging that such restriction is necessary to protect the Employer’s legitimate business interests. _(Note: Consult with legal counsel to ensure compliance with Pennsylvania law regarding non-compete agreements for low-wage workers.)_
• Option B: The Employee acknowledges that Pennsylvania law may restrict the enforceability of non-compete agreements, particularly for low-wage employees.

13. Governing Law and Dispute Resolution

• This Agreement shall be governed by and construed in accordance with the laws of the Commonwealth of Pennsylvania.
• Any disputes arising out of or relating to this Agreement shall be resolved in the state or federal courts located in [County] County, Pennsylvania.
• Option A: The Employer and Employee agree to attempt to resolve any disputes through mediation before resorting to litigation.
• Option B: Any disputes arising out of or relating to this Agreement shall be settled by binding arbitration in accordance with the rules of the American Arbitration Association.

14. Acknowledgment

• The Employee acknowledges that they have read, understood, and agree to the terms and conditions of this Agreement.
• The Employee acknowledges receipt of all required Pennsylvania-mandated notices, including the Wage Theft Prevention Act notice and anti-retaliation notice.
• This Agreement may only be modified in writing signed by both parties.

Employer:

____________________________

[Employer Representative Name]

[Employer Representative Title]

Employee:

____________________________

[Employee Name]

Date: [Date]