Rhode Island cashier employment contract template

Rhode Island Cashier Employment Contract

This Rhode Island Cashier Employment Contract (the "Agreement") is made and effective as of [Date of Execution], by and between [Employer Name], located at [Employer Address] ("Employer"), and [Employee Name], residing at [Employee Address] ("Employee").

1. Position

The Employer hires the Employee as a Cashier.

• Option A: Full-Time
• Option B: Part-Time

Job Description: The Employee will operate point-of-sale (POS) systems, accurately scan and process sales transactions, handle cash, credit, and electronic payments, give correct change, issue receipts, balance cash registers, maintain transaction records, detect counterfeit currency, adhere to store opening/closing cash handling procedures, report cash overages/shortages, follow loss prevention guidelines, participate in bag-checks (if applicable), notify management of suspected theft/fraud, interact with customers in a courteous manner, resolve basic inquiries, provide information on store policies and RI sales regulations, and perform other related duties as assigned.

2. Work Location

The Employee's primary work location is [Store Address].

• Option A: The Employer may require the Employee to work at other locations as needed.
• Option B: The Employee will primarily work at the designated location, and any changes will be communicated with [Number] days notice.

3. Employment Type & Hours

This is a [Full-Time/Part-Time] position.

• Option A: The Employee’s standard work schedule will be [Number] hours per week.
• Option B: The Employee’s hours will vary based on business needs, but will generally be between [Minimum Number] and [Maximum Number] hours per week.

The Employee is entitled to meal and rest breaks in accordance with Rhode Island law (RI Gen Laws § 28-3-14). Employees working over six hours will be provided at least a 20-minute meal break.

4. Overtime

The Employee will be paid overtime at one and one-half (1.5) times their regular hourly rate for all hours worked over 40 in a workweek, in accordance with Rhode Island and federal law.

• Option A: All overtime must be pre-approved by [Job Title/Department].
• Option B: Overtime will be compensated as required by law, even if not pre-approved, but unauthorized overtime may be subject to disciplinary action.

5. Compensation

The Employee's hourly wage is $[Hourly Wage] per hour.

• Option A: The Employee will be paid [Weekly/Bi-Weekly].
• Option B: Payment will be made via [Direct Deposit/Check].

The Employer complies with Rhode Island’s minimum wage laws.

• Option A: The Employee is eligible for store-based incentives as per [Document Name/Policy].
• Option B: The Employee is not eligible for store-based incentives.

6. Benefits

The Employee is eligible for the following benefits, subject to eligibility requirements:

• Health Insurance: [Yes/No]. Eligibility after [Number] days.
• Dental Insurance: [Yes/No]. Eligibility after [Number] days.
• Vision Insurance: [Yes/No]. Eligibility after [Number] days.
• Retirement Plan (e.g., 401(k)): [Yes/No]. Eligibility after [Number] days.
• Paid Vacation/PTO: [Number] days per year.
• Sick Leave: Accrued in accordance with the Rhode Island Healthy and Safe Families and Workplaces Act.
• Paid Holidays: [List of Holidays].
• Other Benefits: [List any other benefits, e.g., uniform allowance, employee discounts].

7. Attendance and Time Off

The Employee is expected to be punctual and maintain good attendance.

• Option A: Requests for time off must be submitted to [Job Title/Department] at least [Number] days in advance.
• Option B: Refer to the employee handbook for attendance and time-off policies.

8. Cash Drawer Responsibility

The Employee is responsible for the security and accuracy of their assigned cash drawer.

• Option A: The Employer will not make illegal deductions from the Employee’s wages for cash shortages (per RI Gen Laws § 28-14-10).
• Option B: Discrepancies will be investigated, and coaching or retraining will be provided as necessary.

9. Confidentiality

The Employee must protect the confidentiality of customer payment data and other sensitive information, in compliance with data privacy laws and the Rhode Island Identity Theft Protection Act.

• Option A: The Employee agrees not to misuse POS or store systems.
• Option B: The employee is not authorized to use POS or store systems for any other reason than business needs.

10. Conduct and Customer Service Standards

The Employee is expected to maintain a professional demeanor and provide excellent customer service. The Employee shall treat all patrons respectfully and without discrimination, and in compliance with Rhode Island anti-discrimination and accessibility laws.

• Option A: The Employee will adhere to the Employer’s code of conduct.
• Option B: The Employee will follow policies described in the company handbook, including training and prevention policies in accordance with state mandates.

11. Termination

The Employer or Employee may terminate this Agreement at any time, with or without cause, subject to applicable Rhode Island law.

• Option A: Upon termination, the Employee will receive all wages owed within 24 hours if discharged, or on the next regular payday if resigning, in accordance with RI Gen Laws § 28-14-4.1.
• Option B: The Employee must return all company property upon termination, including cashier badges, uniforms, and keys.

12. Non-Compete

Given the nature of the Cashier position and in compliance with Rhode Island law (RI Noncompetition Agreement Act, 2019), a non-compete agreement is generally not applicable. However, the employee must not solicit clients or customers during or after their employment.

13. Tip Handling

• Option A: The Employee is permitted to accept tips. All tips must be reported to the Employer for tax purposes.
• Option B: Tip pooling is required for all employees in similar roles.

14. At-Will Employment

This is an at-will employment relationship, meaning that either the Employer or Employee may terminate the employment relationship at any time, with or without cause or notice. This section does not apply if a collective bargaining agreement is in place.

15. Safety and Occupational Health

The Employee must adhere to all Rhode Island OSHA guidelines and report any on-the-job injuries to [Job Title/Department] immediately.

16. Equal Employment Opportunity

The Employer is an Equal Opportunity Employer and does not discriminate based on race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity, or any other protected characteristic under Rhode Island or federal law (Rhode Island Fair Employment Practices Act).

17. Union Membership (If Applicable)

• Option A: This position is covered by a collective bargaining agreement with [Union Name].
• Option B: This position is not covered by a collective bargaining agreement.

18. Dispute Resolution

Any disputes arising out of or relating to this Agreement shall be resolved through good faith discussion. If a resolution cannot be reached, the parties agree to mediate/arbitrate in Rhode Island, and Rhode Island law shall govern this Agreement.

19. Workers' Compensation

The Employer maintains workers' compensation insurance as required by Rhode Island law. Employees should report any workplace injuries to [Job Title/Department] immediately.

20. Entire Agreement

This Agreement constitutes the entire agreement between the parties 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]

[Employer Representative Title]

____________________________

[Employee Name]