Rhode Island cook employment contract template

Rhode Island Cook Employment Contract

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

1. Position and Job Title

Option A: The Employer hires the Employee as a Full-Time Cook, specifically a [Job Title, e.g., Line Cook].

Option B: The Employer hires the Employee as a Full-Time Cook, with the job title described in Exhibit A attached hereto.

2. Job Responsibilities

The Employee shall perform the following duties:

• Food preparation, cooking, and plating of menu items.
• Maintaining recipe standards and portion control.
• Ensuring food safety and sanitation in compliance with Rhode Island Department of Health (RIDOH) food code regulations.
• Safe handling of kitchen equipment.
• Proper ingredient storage and rotation.
• Cleaning and maintaining the kitchen space.
• Documenting temperatures and adhering to allergy protocols.
• Preparing specific menu items as assigned.
• Maintaining kitchen inventory and ordering supplies as required.
• Other duties as assigned by the [Reporting Manager, e.g., Head Chef].

3. Education, Certifications, and Experience

Option A: The Employee must possess a valid ServSafe Food Handler/Manager Certificate or equivalent Rhode Island-approved food safety certification, maintained at all times during employment.

Option B: The Employee must have [Number] years of experience in a similar cook position.

The Employee is responsible for completing and maintaining any required state or local compliance training. Documentation of certifications must be provided to the Employer.

4. Work Location

Option A: The primary work location is [Restaurant/Food Service Site Name] located at [Restaurant/Food Service Site Address] in Rhode Island.

Option B: The Employee may be required to work at multiple or rotating locations within Rhode Island.

Option C: Work at off-premises catering or events may be required. The Employer will provide [Transportation Details, e.g., transportation/reimbursement]. Employer assumes liability for work-related transportation as legally required.

5. Employment Status and Work Schedule

Option A: The Employee's employment is full-time, with a minimum of [Number] hours per week.

Option B: The Employee’s work shift details are [Day/Evening/Night].

The typical schedule is [Days per week], with expectations for weekend and holiday work.

Shift changes, split shifts, or emergency coverage may be required with reasonable notice, in accordance with the Rhode Island Fair Employment Practices Act.

The Employer will comply with Rhode Island's scheduling notice rules to the best of its ability.

6. Wage and Payment

Option A: The Employee's hourly rate is [Dollar amount] per hour.

Option B: The Employee's annual salary is [Dollar amount].

Payment will be made [Payment Frequency, e.g., bi-weekly] via [Method of Wage Payment, e.g., direct deposit].

Overtime pay will be paid at time-and-a-half for hours worked over 40 in a workweek, as required by Rhode Island law.

Option A: If applicable, tip credit will be applied in accordance with Rhode Island law. Tip pooling policies, if any, will comply with the Employer’s legal obligations.

Option B: The Employee is [Eligible/Not Eligible] for shift differentials of [Dollar amount or percentage] for working [Specific Shifts].

Option C: The Employee is [Eligible/Not Eligible] for performance-based bonuses.

Option D: The Employee is [Eligible/Not Eligible] for holiday pay.

7. Benefits

The Employee is eligible for the following benefits:

• [Health Insurance: Yes/No]
• [Dental Insurance: Yes/No]
• [Vision Insurance: Yes/No]
• [Retirement/Pension Plan: Yes/No]
• Rhode Island Temporary Disability Insurance (TDI) and Temporary Caregiver Insurance (TCI) rights as required by law.
• Paid sick leave in compliance with the Rhode Island Healthy and Safe Families and Workplaces Act.
• Paid/unpaid leave policies as detailed in the employee handbook.
• Vacation/holiday entitlements as detailed in the employee handbook.
• Meal and rest period policies as required by Rhode Island law.
• Option A: Uniform/equipment allowance of [Dollar amount] per [Frequency, e.g., month].
• Option B: Staff meals will be provided [Details, e.g., free of charge during shifts].
• Option C: Training/continuing education benefits, such as culinary courses or food safety renewals covered by Employer [Details, e.g., up to \$500 per year].

8. Reporting Structure

The Employee reports to the [Reporting Manager, e.g., Head Chef, Kitchen Manager].

The Employee is part of the [Team Structure, e.g., kitchen team].

Daily reporting, kitchen meetings, menu updates, and supplier interactions may be required.

9. Kitchen Behavioral Standards

Adherence to sanitation and hygiene protocols per Rhode Island food code is mandatory.

Correct use and maintenance of state-inspected kitchen equipment is required.

Compliance with RIDOH inspection requirements is mandatory.

Intoxication or substance use on premises is prohibited.

Adherence to dress code/uniform policy is required.

Punctuality and respectful conduct with colleagues are expected.

10. Confidentiality

The Employee shall maintain the confidentiality of recipes, menu development, supplier contracts, proprietary preparation methods, and customer information.

This obligation survives termination of employment.

Unauthorized sharing of trade secrets is prohibited, including use of technology (e.g., phone/camera) with regard to confidential food preparations or customer privacy.

11. Intellectual Property

Unless otherwise negotiated, intellectual property for any recipes, menu items, or processes developed on the job remains the property of the Employer.

Any external work, competitions, or publications associated with the Employee's culinary activities require advance written consent from the Employer.

12. Health and Safety

The Employee shall adhere to Rhode Island Occupational Safety and Health Administration (OSHA) and RIDOH requirements.

The Employee shall adhere to the Employer's policies on reporting workplace injuries/accidents.

First aid and incident documentation will be provided as needed.

Bloodborne pathogen and hazardous material awareness training will be provided if relevant.

13. Employment At-Will

The employment relationship is at-will, meaning either party may terminate the relationship at any time, with or without cause, and with or without notice, subject to the following:

Termination Procedures:

• Option A: [Number] days' written notice is required for voluntary termination.
• Option B: The Employer may terminate the employment immediately for gross misconduct, including food safety violations.
• The Employee shall return all uniforms and equipment upon termination.
• The last paycheck will be provided in accordance with Rhode Island law.
• Severance pay or layoff procedures will be as per Employer policy, if any.

14. Non-Discrimination and Equal Employment Opportunity

The Employer is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity/expression, disability, age, veteran status, or any other category protected by Rhode Island law.

The Employer complies with the Rhode Island Fair Employment Practices Act.

15. Dispute Resolution

The parties will attempt to resolve any disputes internally.

Mediation may be used to resolve disputes.

Rhode Island law governs this agreement, and any litigation shall be conducted in Rhode Island.

Notice requirements for grievances and procedural timelines are as per state law.

16. Workers' Compensation

The Employee is covered by workers' compensation insurance under the Rhode Island Workers' Compensation Act.

The Employee shall report any work-related injuries to [Contact Person] immediately.

17. Workplace Posting and Disclosure

The Employer will post and disclose employee rights under Rhode Island law (e.g., Healthy and Safe Families and Workplaces Act poster, minimum wage, anti-harassment notices).

The Employee acknowledges receipt and agreement to comply with all posted policies.

18. Mandatory Training

The Employee shall participate in required training, such as annual food safety, harassment prevention, and emergency procedures.

[Employer/Employee] bears the cost of certification or renewal.

19. Handling of Employee Tips

Tips will be handled in compliance with Rhode Island law, including distribution, recordkeeping, and required wage statements.

20. Meal/Rest Breaks

The Employee is entitled to meal/rest breaks in line with Rhode Island law (e.g., 20-minute meal period for shifts over six hours).

The Employer may provide additional breaks based on kitchen workload and scheduling.

21. Background Screening

Reference or criminal background checks may be conducted as legally permitted and required by state law.

The Employee will be notified of any background check.

Background check records will be handled confidentially.

22. Non-Compete and Non-Solicitation

Non-compete provisions are prohibited as per Rhode Island law for this position.

Option A: Non-solicitation obligations [Apply/Do Not Apply] for [Duration] after termination.

23. Amendment

This Agreement may be amended only by written agreement signed by both parties.

24. Employee Handbook

The Employee acknowledges receipt of the Employee Handbook and agrees to adhere to its policies.

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

[Employer Name]

By: [Employer Signature]

[Employer Printed Name]

[Employee Name]

[Employee Signature]

[Employee Printed Name]