Rhode Island delivery driver employment contract template

Rhode Island Delivery Driver Employment Contract

This Rhode Island Delivery Driver Employment Contract (“Agreement”) is made and entered into as of [Date], in the city/town of [City/Town], Rhode Island, by and between:

[Employer Name], a [State] [Business Type, e.g., Corporation], with its principal place of business at [Employer Address] (“Employer”), and

[Employee Name], residing at [Employee Address] (“Employee”).

1. Position and Job Duties

The Employer hereby employs the Employee as a Full-Time Delivery Driver.

Employee's primary job duties include, but are not limited to:

• Option A: Timely and accurate pickup and delivery of [Specify Goods, e.g., parcels, food, medical supplies].
• Option B: Loading and unloading of vehicle.
• Option C: Completing all required delivery documentation, including proof of delivery and obtaining signatures.
• Option D: Providing excellent customer service at each delivery location.
• Option E: Handling all goods with care and preventing damage.
• Option F: Following assigned delivery routes efficiently and accurately.
• Option G: Utilizing GPS navigation or other employer-specified route planning tools.
• Option H: Complying with all applicable traffic laws and parking regulations, including local city/town rules.

2. Vehicle Requirements

• Option A: Employer-Provided Vehicle
  • The Employee will operate a vehicle provided and maintained by the Employer.
• Option B: Employee-Provided Vehicle
  • The Employee will use their own vehicle for deliveries. The Employee is responsible for:
    • Maintaining a valid Rhode Island vehicle inspection certificate.
    • Maintaining current vehicle registration in Rhode Island.
    • Maintaining auto insurance coverage that meets or exceeds Rhode Island legal requirements for commercial use, with Employer named as an additional insured.
  • The Employee will provide proof of the above to the Employer upon request.

3. Driver’s License

The Employee must possess and maintain a valid Rhode Island driver’s license for the appropriate vehicle class.

The Employee must immediately report to the Employer any loss, suspension, revocation, or limitation of their driver’s license.

4. Employment Classification and Hours

The Employee is classified as a Full-Time employee.

The Employee’s regular work schedule will consist of [Number] hours per week.

• Option A: Fixed Schedule
  • The Employee’s regular work hours are from [Start Time] to [End Time], [Days of the Week].
• Option B: Variable Schedule
  • The Employee’s schedule may vary based on the Employer's needs and will be provided with reasonable advance notice.

Rest Breaks and Meal Periods: The Employee is entitled to rest breaks and meal periods in accordance with Rhode Island law. The employee will receive a [Length of Time] minute unpaid meal break after [Number] hours of work.

Rhode Island Overtime: The Employee is 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 40 in a workweek, in accordance with Rhode Island law.

Availability:

• Option A: On-Call/Waiting Time: During periods of required availability (on-call or waiting time), the Employee will be compensated in accordance with Rhode Island law.
• Option B: No On-Call/Waiting Time Required: The Employee is not required to be on-call or wait for assignments outside of their scheduled work hours.

5. Route Assignment and Scheduling

The Employer will assign delivery routes to the Employee.

Shift scheduling, rotation, and weekend/holiday work expectations will be determined by the Employer based on business needs.

Inclement Weather: The Employer will follow company policies regarding delivery operations during inclement weather, prioritizing employee safety. The Employer reserves the right to suspend or modify routes and operations during such times.

Emergency Re-Routing/Hazardous Conditions: The Employee must follow company policies regarding emergency re-routing or hazardous conditions, including communication protocols and alternative delivery procedures.

6. Compensation

• Option A: Hourly Wage
  • The Employee will be paid an hourly wage of [Dollar Amount] per hour.
• Option B: Salary
  • The Employee will be paid an annual salary of [Dollar Amount], paid bi-weekly.

Payment Method: The Employee will be paid via [Payment Method, e.g., direct deposit, check].

Pay Cycle: The Employee will be paid [Frequency, e.g., bi-weekly].

Overtime Rate: Overtime will be paid at a rate of one and one-half (1.5) times the Employee’s regular rate of pay for all hours worked over 40 in a workweek, as required by Rhode Island law.

Tip Handling Policy: [Specify Tip Policy, e.g., Employee keeps all tips, Tips are pooled and distributed].

Delivery-Specific Bonuses/Mileage/Expense Reimbursement:

• Option A: Delivery-Specific Bonuses: The Employee may be eligible for delivery-specific bonuses as determined by the Employer.
• Option B: Mileage Reimbursement: If the Employee uses their own vehicle, they will be reimbursed at the IRS standard mileage rate or a company-defined rate of [Dollar Amount] per mile.
• Option C: No Mileage Reimbursement: There will be no mileage reimbursement.

Allowances:

• Option A: Cell Phone/GPS Data Usage: The Employee will receive an allowance of [Dollar Amount] per [Frequency, e.g., month] for cell phone or GPS data usage.
• Option B: No Allowance: There will be no allowance for cell phone or GPS data usage.

Reimbursement for Parking/Toll Fees: The Employee will be reimbursed for reasonable and necessary parking and toll fees incurred during deliveries, subject to Employer policy and upon presentation of valid receipts.

7. Benefits

Health, Vision, and Dental Insurance: [Specify details of health, vision, and dental insurance coverage, including eligibility and contribution levels].

Paid Sick and Vacation Leave: The Employee will accrue paid sick and vacation leave in accordance with the Rhode Island Healthy and Safe Families and Workplaces Act. Accrual rates and usage policies are available in the Employee Handbook.

Paid Family Leave: The Employee is eligible for paid family leave in accordance with Rhode Island law.

Rhode Island Statutory Holidays: The Employee will be entitled to paid time off for Rhode Island statutory holidays as designated by the Employer.

Life/Disability Insurance: [Specify details of life and disability insurance coverage, including eligibility].

Retirement Plan Eligibility: [Specify details of retirement plan eligibility, e.g., 401(k) participation, Employer matching contributions].

Uniform/Gear Allowance: The Employee will receive a uniform/gear allowance of [Dollar Amount] per [Frequency, e.g., year].

Driver Training: The Employer will provide support for required driver training, as necessary.

Medical Exams/Drug & Alcohol Testing: The Employee may be subject to medical exams or drug and alcohol testing mandates, in compliance with applicable laws and regulations (including DOT requirements, if applicable).

8. Safety Responsibilities

The Employee is responsible for conducting regular vehicle safety checks and reporting any maintenance issues to the Employer promptly.

The Employer will maintain vehicles according to established safety standards.

The Employer will provide necessary safety equipment, such as reflective vests.

The Employee must adhere to safe lifting requirements and practices.

The Employee must immediately report any work-related injuries to the Employer.

Both the Employer and the Employee will comply with all applicable Rhode Island and federal OSHA/equivalent rules on driver safety and ergonomics.

9. GPS Tracking/Monitoring and Camera Systems

• Option A: GPS Tracking/Monitoring: The Employer may use GPS tracking/monitoring systems to track the location of vehicles and ensure efficient delivery routes. The Employer will comply with all applicable privacy laws.
• Option B: Camera Systems: The Employer may utilize camera systems in vehicles for safety and security purposes. The Employee will be notified of camera usage.

Data Access: The Employer will limit access to GPS tracking and camera data to authorized personnel only.

Discipline: Violations of company policies regarding GPS tracking or camera systems may result in disciplinary action, up to and including termination.

10. Conduct Standards

The Employee must maintain efficiency in their delivery routes and performance.

The Employee must maintain a professional appearance, including wearing the required uniform.

The Employee must maintain strict confidentiality of customer data.

The Employee is prohibited from having unauthorized riders in the vehicle.

The Employee must comply with the Employer’s substance use policy.

The Employee must comply with all anti-idling and local environmental ordinances.

The Employee must possess any required hazardous materials license or certification, if applicable to the delivery type.

11. Accident/Incident Reporting

The Employee must immediately notify the Employer of any accident or incident involving the delivery vehicle.

The Employee must follow the Employer’s step-by-step process for documenting any damage, loss, or injury.

The Employer will handle insurance claims according to its established protocol.

The Employee must inform the Employer if cited or prosecuted for any work-related traffic offenses.

12. Progressive Discipline and Termination

The Employer will follow a progressive discipline policy, which may include verbal warnings, written warnings, and suspension, depending on the severity and frequency of the violation.

Grounds for immediate termination include, but are not limited to:

• Driving under the influence (DUI).
• Reckless driving.
• Repeated violations of traffic laws.
• Customer theft.
• Mishandling goods.
• Falsifying delivery records.
• Excessive lateness or absenteeism.

13. Non-Solicitation

The Employee agrees not to solicit the Employer’s customers or divert business away from the Employer during the term of employment and for a period of [Number] months after termination of employment. This includes refraining from using or disclosing confidential delivery routes or customer lists. Any restrictive covenants shall comply with Rhode Island’s 2020 Noncompetition Agreement Act.

14. Harassment, Anti-Discrimination, and Equal Employment

The Employer is committed to providing a workplace free of harassment and discrimination. The Employer does not discriminate against any employee or applicant for employment 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, veteran status, or any other characteristic protected by Rhode Island law.

Any employee who believes they have been subjected to harassment or discrimination should report it to [Designated Contact Person/Department].

The Employer prohibits retaliation against any employee who reports harassment or discrimination.

15. External Work

The Employee must disclose any external work, gig/delivery platform engagements, or other employment that could potentially create a conflict of interest or interfere with their ability to perform their duties for the Employer.

16. Duration and Termination

This Agreement shall commence on the Effective Date and shall continue until terminated as provided herein.

The employment relationship is at-will, meaning that either the Employer or the Employee may terminate the employment relationship at any time, with or without cause and with or without notice, subject to applicable laws.

Upon termination, the Employee will receive their final paycheck and payout of accrued but unused leave in full compliance with the Rhode Island Payment of Wages Act.

17. Return of Property

Upon termination, the Employee must promptly return all delivery equipment, uniforms, keys, company devices, parking passes, and any other property belonging to the Employer.

The Employee must transition any delivery routes as directed by the Employer.

The Employee is prohibited from using or disclosing any of the Employer’s trade secrets or customer lists after termination of employment.

18. Dispute Resolution

Any disputes arising out of or relating to this Agreement shall be resolved through good faith discussions between the parties. If a resolution cannot be reached, the parties agree to participate in mediation in Rhode Island. If mediation is unsuccessful, the parties may pursue arbitration in Rhode Island or seek recourse in the Rhode Island state courts.

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

19. Workers’ Compensation

The Employee is covered by the Employer’s workers’ compensation insurance policy. The Employer will display the mandatory workers’ compensation poster in a conspicuous location. The Employee is not an independent contractor and is classified as an employee for all purposes.

20. Acknowledgment

The Employee acknowledges receipt of all mandatory state worker notices, including the minimum wage poster and information regarding pay stubs.

The Employee has the right to review or dispute payroll records as mandated by Rhode Island law.

21. 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.

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]

Signature: ____________________________

Date: ____________________________