South Carolina cook employment contract template

South Carolina Full-Time Cook Employment Contract

This Full-Time Cook Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between:

• Employer: [Employer Name], located at [Employer Address], [Employer City], South Carolina [Employer Zip Code]
• Employee: [Employee Name], residing at [Employee Address], [Employee City], South Carolina [Employee Zip Code]

1. Employment Position & Location

• The Employer hires the Employee as a Full-Time Cook.
• The Employee will report to:
  • Option A: [Executive Chef Name], Executive Chef
  • Option B: [Kitchen Manager Name], Kitchen Manager
  • Option C: [Owner Name], Owner
• The primary work location is: [Restaurant/Establishment Name], located at [Restaurant Address], [Restaurant City], South Carolina [Restaurant Zip Code].
• Relocation and work at different locations:
  • Option A: The Employee may be required to travel or be reassigned to other locations within [Number] miles of the primary work location as needed.
  • Option B: This position does not require relocation or travel to other locations.

2. Job Description

• The Employee's responsibilities include, but are not limited to:
  • Preparing food according to Employer's recipes and standards.
  • Working at the following kitchen stations: [List of Stations, e.g., Grill, Fryer, Salad Station].
  • Performing prep work, including chopping vegetables, preparing sauces, and portioning ingredients.
  • Operating kitchen equipment, including grills, fryers, ovens, and slicers, in a safe and efficient manner.
  • Maintaining a clean and sanitary work environment.
  • Following all food safety standards, including maintaining proper food temperatures and safe storage practices per South Carolina DHEC food code.
  • Having knowledge of dietary restrictions and allergens relevant to the menu.
  • Participating in inventory management and stock rotation.
  • Recordkeeping related to food safety logs, including temperature logs and waste logs.
  • Attending shift meetings and participating in menu development, as needed.

3. Workplace Conduct

• The Employee shall maintain the highest standards of kitchen hygiene and personal grooming in compliance with South Carolina health codes, including:
  • Wearing hair restraints at all times while in the kitchen.
  • Washing hands frequently and thoroughly.
  • Wearing a clean and presentable uniform provided by the Employer.
• The Employee shall adhere to all knife and equipment safety protocols.
• The Employee shall communicate effectively and respectfully with all kitchen and front-of-house staff.

4. Food Safety Compliance

• All food prepared by the Employee must adhere to South Carolina Department of Health and Environmental Control (DHEC) regulations.
• The Employee acknowledges having reviewed or being required to review current South Carolina food safety training materials or certifications (e.g., ServSafe, County-specific requirements).
• Payment for required trainings:
  • Option A: The Employer will pay for required food safety training and certifications.
  • Option B: The Employee is responsible for the cost of food safety training and certifications.
  • Option C: The Employer will reimburse the Employee for the cost of food safety training and certifications upon successful completion.

5. Work Hours & Overtime

• The Employee is hired for a full-time position with a minimum of [Number] hours per week.
• Regular workdays are [Days of the Week, e.g., Monday through Friday].
• Scheduled start time: [Time]
• Scheduled end time: [Time]
• The Employee may be required to work shift work or rotating schedules.
• Overtime will be paid at a rate of 1.5 times the Employee's regular hourly rate for all hours worked over 40 in a workweek, as required by the Fair Labor Standards Act (FLSA).

6. Compensation

• The Employee will be compensated at a rate of:
  • Option A: [Dollar Amount] per hour.
  • Option B: [Dollar Amount] per year, paid bi-weekly.
• Method of Payment: [e.g., Check, Direct Deposit].
• Pay Cycle: [e.g., Bi-weekly, Semi-monthly].
• Tip Handling:
  • Option A: The Employee is eligible to receive tips. Tip distribution will be handled according to the Employer's tip pooling policy, if any.
  • Option B: The Employee is not eligible to receive tips.
• Bonuses:
  • Option A: The Employee is eligible for a performance-based bonus, the terms and conditions of which are outlined in the Employer's bonus policy.
  • Option B: The Employee is not eligible for bonuses.
• Tip Pooling/Service Charges:
  • Option A: The Employer utilizes tip pooling.
  • Option B: The Employer utilizes service charges.
  • Option C: The Employer does not use tip pooling or service charges.

7. Breaks & Meal Periods

• The Employer's policy on breaks and meal periods is as follows:
  • Option A: The Employee is entitled to a [Number]-minute unpaid meal break after [Number] hours of work.
  • Option B: The Employee is entitled to a [Number]-minute paid meal break after [Number] hours of work.
  • Option C: The Employee is entitled to a [Number]-minute unpaid rest break every [Number] hours of work.
  • Option D: South Carolina law does not require meal or rest breaks. The employer does not provide for meal or rest breaks.
• Procedure for missed breaks:
  • Option A: If a break is missed due to business needs, the Employee must notify [Contact Person] and the Employer will make reasonable efforts to provide an alternative break.
  • Option B: If a break is missed due to business needs, the employee will receive additional compensation of [amount].

8. Employee Benefits

• The Employer offers the following benefits to eligible employees:
  • Health Insurance:
    • Option A: The Employee is eligible for health insurance coverage after [Number] days of employment. The Employer contributes [Percentage]% of the premium.
    • Option B: The Employer does not offer health insurance.
  • Dental Insurance:
    • Option A: The Employee is eligible for dental insurance coverage after [Number] days of employment. The Employer contributes [Percentage]% of the premium.
    • Option B: The Employer does not offer dental insurance.
  • Vision Insurance:
    • Option A: The Employee is eligible for vision insurance coverage after [Number] days of employment. The Employer contributes [Percentage]% of the premium.
    • Option B: The Employer does not offer vision insurance.
  • Vacation/PTO:
    • The Employee will accrue vacation/PTO time at a rate of [Number] hours per pay period.
  • Sick Leave:
    • Option A: The Employee will accrue sick leave at a rate of [Number] hours per pay period.
    • Option B: The Employer does not offer sick leave.
  • Holiday Pay:
    • The Employee is eligible for paid holiday pay for the following holidays: [List of Holidays].
  • 401(k) or Retirement Plan:
    • Option A: The Employee is eligible to participate in the Employer's 401(k) plan after [Number] months of employment.
    • Option B: The Employer does not offer a 401(k) or retirement plan.
  • Employee Meals/Food Discounts:
    • The Employee is entitled to [Percentage]% discount on food purchases at the restaurant.
  • Uniform/Equipment Allowance:
    • Option A: The Employer provides uniforms.
    • Option B: The Employee will receive a uniform allowance of [Dollar Amount] per [Time Period].
  • Training/Certification Reimbursement:
    • Option A: The Employer will reimburse the Employee for the cost of culinary certifications after [Number] months of employment and upon successful completion of the certification program.
    • Option B: The Employer does not offer reimbursement for culinary certifications.

  9. At-Will Employment

  • The Employee's employment 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 South Carolina law.
  • Voluntary Resignation:
    • The Employee is requested to provide [Number] weeks written notice of resignation.
  • Termination by Employer:
    • The Employer may terminate the Employee's employment for reasons including, but not limited to: performance issues, safety violations, misconduct, or reduction in force.
  • Immediate Discharge:
    • The Employer may terminate the Employee's employment immediately for gross misconduct or endangerment.
  • Final Pay:
    • The Employee's final paycheck will be available within 48 hours of termination or on the next regularly scheduled payday, whichever is sooner, as required by South Carolina law.

  10. Return of Company Property

  • Upon termination of employment, the Employee shall return all company property, including uniforms, knives, key cards, and any other items belonging to the Employer.
  • Final paycheck collection: [Details on how the final paycheck will be provided].
  • Documentation of health code training and certification transfer or return: [Details on process].

  11. Confidentiality

  • The Employee shall maintain the confidentiality of the Employer's non-public recipes, house-specialty cooking techniques, vendor pricing, and business operations.
  • Allowable professional use of employer-provided training: [Details on what use is allowed].
  • Limitations on employment with competitors: The Employee agrees not to solicit clients or employees of the Employer during or after employment.

  12. Anti-Harassment & Equal Opportunity

  • The Employer is committed to providing a workplace free of harassment and discrimination. The Employer is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, or any other characteristic protected by federal, state, or local law.
  • Sexual Harassment Reporting: [Details on the process for reporting sexual harassment].
  • Safe Workplace Commitment: [Details on the employer’s commitment to a safe workplace].
  • The right to report without retaliation is guaranteed.

  13. Dispute Resolution

  • Initial Reporting Procedures: [Details on how to report workplace issues, including to whom and how].
  • Workplace Grievance Procedures: [Details on how workplace grievances will be processed].
  • Mediation:
    • Option A: The parties agree to attempt to resolve any disputes through mediation before resorting to litigation.
    • Option B: The parties do not agree to use mediation to resolve disputes.
  • Arbitration:
    • Option A: Any disputes arising out of or relating to this Agreement shall be resolved by binding arbitration in accordance with the rules of the American Arbitration Association.
    • Option B: The parties do not agree to use arbitration to resolve disputes.
  • Governing Law: This Agreement shall be governed by and construed in accordance with the laws of the State of South Carolina.
  • Jurisdiction: Any legal action arising out of or relating to this Agreement shall be brought in the state or federal courts located in [County Name] County, South Carolina.

  14. Occupational Health & Safety

  • The Employer is committed to complying with all local and federal occupational health and safety standards.
  • Reporting Workplace Injuries: [Details on how to report workplace injuries].
  • Workers' Compensation Coverage: The Employer provides workers' compensation coverage in accordance with South Carolina law.
  • Accident Investigation Procedures: [Details on accident investigation procedures].
  • Drug/Alcohol Policy:
    • Option A: The Employer maintains a drug and alcohol-free workplace. The Employee is subject to drug and alcohol testing as outlined in the Employer's policy.
    • Option B: The Employer does not have a drug/alcohol testing policy.

  15. Special Requirements

  • Alcohol Handling:
    • Option A: The Employee may be required to handle alcohol. The Employee must be at least 21 years of age and possess any required server permits.
    • Option B: The Employee is not required to handle alcohol.
  • Specialized Equipment: [Details on any special equipment requirements].

  16. Multi-Site/On-Call Requirements

  • Option A: The Employee may be required to work at multiple locations or be on-call as needed.
  • Option B: The Employee is not required to work at multiple locations or be on-call.

  17. Acknowledgement of DHEC Rules & On-Site Policies

  The Employee acknowledges having read and understood the Employer's policies and procedures, including those related to food safety and sanitation, and has been or will be trained on the current South Carolina DHEC rules.

  18. Document Acknowledgement

  The employee acknowledges receiving the following documents:

  • Employee Handbook
  • Kitchen policies
  • Labor law notices and employee rights postings

  Signatures

  ____________________________
  [Employer Name]

  ____________________________
  [Employee Name]

  Date: [Date]