South Carolina cashier employment contract template

South Carolina Cashier Employment Contract

This South Carolina Cashier Employment Contract (the “Agreement”) is made and effective as of [Date],

BETWEEN:

[Employer Name], a [State] [Entity Type, e.g., Corporation], located at [Employer Address] (“Employer”),

AND:

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

Position

• Option A: Employer hereby employs Employee as a full-time Cashier.
• Option B: Employer hereby employs Employee as a part-time Cashier.
  • Description: Employee will perform cashier duties, including handling cash, operating POS systems, processing transactions (cash, credit, debit, checks, mobile payments), issuing receipts and change, managing till balances, handling voids/returns, scanning items, counterfeit detection, reconciling drawers, cash handling procedures, discrepancy resolution, bagging, customer service, answering inquiries, loss prevention adherence, maintaining cashier station cleanliness, reporting suspicious activity, following opening/closing procedures, participating in training.
  • Reporting: Employee reports to [Direct Supervisor Title], [Store Manager Title], and [Loss Prevention Contact Title].

Employment Type and Hours

• Option A: Full-time employment, with a regular work schedule of [Number] hours per week.
  • Standard shift length: [Number] hours.
  • Typical schedule: [Days of the week], including weekends, holidays, and evenings as required.
  • Requirements: Must work during peak periods (e.g., holidays, inventory).
  • Schedule changes: Employer may adjust schedules with reasonable notice. Employees may request schedule changes, subject to approval.
  • Substitutes: Employee must notify supervisor and find a substitute if unable to work a scheduled shift.
• Option B: Part-time employment, with a flexible schedule based on Employer's needs.
  • Estimated hours per week: [Number] hours.
  • Availability: Employee must provide availability and be available to work within those hours.

Time and Attendance

• Option A: Employee must accurately record time worked using the Employer's timekeeping system.
  • Clock-in/Clock-out: Employee is required to clock-in and clock-out at the beginning and end of each shift and for meal breaks, if applicable.
  • Notification: Employee must notify [Supervisor Title] immediately in case of absence or tardiness.
  • Unexcused Absenteeism: Unexcused absenteeism or repeated tardiness may result in disciplinary action, up to and including termination.

Compensation and Classification

• Option A: Non-Exempt Employee
  • Employee is classified as a non-exempt employee under the Fair Labor Standards Act (FLSA) and South Carolina wage and hour laws.
  • Base hourly wage: [Dollar Amount] per hour.
  • Pay frequency: [Weekly/Bi-weekly/Monthly].
  • Method of payment: [Direct Deposit/Check].
  • Overtime: Employee is eligible for overtime pay at 1.5 times the regular rate for hours worked over 40 in a workweek.
• Option B: Authorized Deductions
  • Authorized deductions from Employee’s pay include: [List of Deductions, e.g., uniforms, cash shortages (if permissible under SC law and with written authorization)]. All deductions comply with South Carolina law.

Meal and Rest Breaks

• Option A: Meal and Rest Breaks Provided
  • Employee is entitled to a [Number] minute unpaid meal break for shifts exceeding [Number] hours.
  • Employee is entitled to a [Number] minute paid rest break for every [Number] hours worked.
• Option B: Meal and Rest Breaks Not Provided
  • While South Carolina law does not require meal or rest breaks, the Employer provides [Description of break policy. If no breaks, state "Employer does not provide meal or rest breaks."].

Performance Expectations

• Option A: Accuracy in handling money, minimizing register shortages/overages, customer service standards, upselling/promotional requirements, maintaining cash handling/POS transaction integrity.
  • Performance Evaluation: Performance will be evaluated based on [Metrics, e.g., register accuracy, customer feedback, sales targets].
  • Discipline: Cash discrepancies or customer complaints may result in disciplinary action, up to and including termination.

Training

• Option A: Employee is required to complete initial and ongoing training.
  • Training topics: POS operation, counterfeit detection, loss prevention, workplace safety, compliance with laws related to sales of age-restricted products (tobacco, alcohol, lottery) under South Carolina law.

Location of Work

• Option A: Employee's primary work location is [Store Address].
• Option B: Transfer Policy
  • Employee may be required to work at other locations within [Geographic Area] as needed.

Benefits

• Option A: Benefits Package
  • Medical, vision, and dental insurance: [Eligibility details, premium payment details].
  • Retirement/Pension plan: [Eligibility details, contribution details].
  • Paid time off (vacation, personal days, sick leave): [Accrual rates, usage policies].
  • Holiday pay: [List of holidays, eligibility details].
  • Sick Leave: [Accrual and usage details].
  • Unpaid Leave: [Policy on unpaid leave, including FMLA if applicable].
  • Parking: [Description of parking arrangements].
  • Employee Discounts: [Description of employee discounts].
  • Uniform Allowance: [Amount and terms of uniform allowance or reimbursement].

Workplace Safety

• Option A: Adherence to SC OSHA requirements.
  • Protocols for cash security, handling robberies/violent threats, reporting injuries, participation in emergency drills/training.

Employee Conduct

• Option A: Employee conduct expectations
  • Adherence to company policies regarding customer interaction, attire/appearance, prohibition of intoxication/substance use, compliance with drug testing (if applicable), and business codes of ethics.

Anti-Harassment and Anti-Discrimination

• Option A: Employer is an Equal Opportunity Employer.
  • Employer prohibits harassment and discrimination based on race, color, religion, sex, national origin, age, disability, or any other protected category under South Carolina Human Affairs Law and federal statutes.

Confidentiality

• Option A: Employee agrees to maintain the confidentiality of sensitive company materials, internal procedures, and customer data.

Secondary Employment

• Option A: Secondary Employment Policy
  • Employee must disclose any secondary employment that may conflict with their duties to Employer.

At-Will Employment

• Option A: At-Will Employment
  • This is an at-will employment relationship. Either Employer or Employee may terminate the employment relationship at any time, with or without cause or notice, subject to applicable law.
  • Voluntary Resignation: Employee must provide [Number] days’ written notice of resignation.
  • Dismissal for Cause: Employer may terminate employment for cause, including theft, loss of cash, or policy violations.
  • Layoffs: In the event of a layoff, Employer will follow applicable legal requirements.
  • Severance: [State Severance Policy or "No Severance Policy"].

Final Paycheck

• Option A: Final Paycheck Delivery
  • Employee’s final paycheck will be delivered in accordance with South Carolina law.
  • Deductions: Deductions for missing uniforms or cash shortages will only be made as permitted by South Carolina law.
  • Return of Property: Upon termination, Employee must promptly return all Employer property, including keys, uniforms, and confidential materials.

Internal Complaint and Grievance Procedures

• Option A: Internal Complaint Procedures
  • Employee may raise concerns or complaints regarding harassment, workplace safety, or wage disputes with [Designated Contact/Department].
  • South Carolina Human Affairs Commission: Employee has the right to file a complaint with the South Carolina Human Affairs Commission.

Payroll Errors and Updates

• Option A: Payroll Corrections
  • Employee should report any payroll errors immediately to [Designated Contact/Department].
  • Cash Shortages: Procedures for investigating cash shortages will be followed.
  • Personal/Banking Information: Employee is responsible for updating personal and banking information promptly.

Workplace Violence Prevention and Robbery Response

• Option A: Violence Prevention Policies
  • Company policies for prevention of workplace violence and robbery response will be followed, including compliance with recommended cashier safety measures.
  • Employee assistance resources are available.

Dispute Resolution

• Option A: Dispute Resolution Process
  • Preference for internal resolution, then mediation or arbitration.
  • Jurisdiction: Any disputes will be resolved in South Carolina and governed by South Carolina law.

Mandatory Workplace Postings and Notices

• Option A: Postings Acknowledgment
  • Employee acknowledges receipt of mandatory workplace postings and notices required by South Carolina and federal law.

Sales of Regulated Products

• Option A: Age-Restricted Product Sales
  • Employee must comply with mandatory carding procedures for alcohol and tobacco sales, and adhere to South Carolina’s Alcohol Beverage Control Act and related regulations.
  • Violations: Disciplinary consequences will be applied for violations of age-restricted sales laws.

Video/Audio Surveillance

• Option A: Surveillance Notice
  • Employee acknowledges that video and audio surveillance may be used at cash registers.

Non-Compete/Non-Solicitation

• Option A: Non-Solicitation
  • While no non-compete is required for this entry-level role, Employee agrees not to solicit Employer's customers for a period of [Number] months following termination of employment.

Workplace Searches

• Option A: Loss Prevention Searches
  • Employer may conduct workplace searches (bags, lockers, etc.) for loss prevention purposes, complying with privacy laws and company policy.

Reporting Procedures

• Option A: Reporting Expectations
  • Employee must report lost/stolen cash, inappropriate customer interactions, or suspected theft by employees or customers according to documented internal procedures.

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]

[Employee Signature]