Texas cashier employment contract template

Texas Cashier Employment Contract

This Full-Time Cashier Employment Contract (the “Agreement”) is made and effective as of [Date], by and between [Employer Legal Name], with a principal place of business at [Employer Address] ("Employer"), and [Employee Legal Name], residing at [Employee Address] ("Employee").

Position and Job Duties

Option A: The Employer hereby employs Employee as a full-time Cashier.

Option B: Position is non-exempt under the Fair Labor Standards Act.

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

• Operating the cash register using prescribed POS systems.
• Accurately handling cash, credit/debit cards, store credit, checks, and vouchers.
• Performing cash drawer reconciliations at shift start and end.
• Issuing receipts.
• Managing customer transactions.
• Processing refunds, voids, and exchanges following company and Texas retail regulations.
• Following item scan procedures.
• Ensuring compliance with sales tax collection and remittance as mandated by Texas law.
• Adhering to proper ID checks for restricted items (such as tobacco and alcohol) in accordance with TABC (Texas Alcoholic Beverage Commission) and local ordinances.
• Balancing cash drawers and promptly reporting discrepancies.
• Enforcing store anti-theft policies during cashier operations.
• Providing customer service in line with Texas retail best practices.
• Following employer-specific grooming, dress code, and hygiene standards.

Work Location and Physical Requirements

Option A: The primary work location is [Store Address] in [City, Texas].

Option B: Transfers between store locations may be required.

• Transfers will be to locations within [Number] miles of the primary location.

The Employee may be required to work at different branches as needed.

Physical requirements include standing for long periods, lifting cash-register supplies (up to [Number] lbs), and reaching. The Employer will make reasonable accommodations to comply with the Americans with Disabilities Act (ADA).

Employment Classification and Work Hours

Option A: The Employee's employment classification is full-time.

Option B: The Employee will work [Number] hours per week.

Option C: The Employee’s schedule is:

• Fixed: [Specify Days and Hours]
• Rotating: [Describe Rotation]

Time tracking will be done via [Time Clock System/Method].

Lateness or absenteeism may result in disciplinary action, up to and including termination.

Overtime will be paid at one and one-half (1.5) times the regular hourly rate for all hours worked over 40 in a workweek, in accordance with the Fair Labor Standards Act (FLSA) and Texas law.

Meal and Rest Breaks and Shift Expectations

Option A: The Employee will be provided with a [Number] minute unpaid meal break and [Number] minute paid rest breaks as per Employer policy.

Option B: While Texas law does not mandate breaks, the Employer provides the following breaks as a matter of policy: [Specify break policy].

The Employee may be required to work holidays, weekends, evening, and closing shifts.

The Employer reserves the right to change shifts with reasonable notice, except in emergency situations.

Compensation

Option A: The Employee's hourly wage is [Dollar Amount].

Option B: The method of payment is [Direct Deposit/Payroll Check].

Option C: The pay period is [Weekly/Bi-Weekly].

Option D: The payroll schedule is [Specify Day of Week/Date].

Overtime premium will be paid as described in Section 3.

The Employer complies with Texas minimum wage law.

Option E: The Employee may be eligible for role-specific incentives or bonuses based on [Specify Criteria, e.g., Accuracy, Attendance, Upselling].

Benefits

Option A: The Employee is eligible for the following benefits: [List Benefits, e.g., Health, Dental, Vision Insurance]. Details are available in the employee handbook.

Option B: The Employee is eligible for [Number] days of paid vacation per year.

Option C: The Employee is eligible for paid sick leave in accordance with Employer policy.

Option D: Paid or unpaid leave for bereavement or jury duty will be granted as per Employer policy.

The Employer maintains Texas Workers' Compensation Insurance coverage for on-the-job injuries.

Option E: The Employee is eligible for the following additional benefits: [Employee Discount Program, Uniform/Dress Code Stipend, Retirement Plan].

Training

The Employee will receive the following training:

• New hire orientation.
• Operation of cash handling equipment.
• Texas state law training for age-restricted sales (TABC certification if alcohol is sold).
• Point-of-sale system usage.
• Loss prevention and anti-counterfeit detection.
• Privacy/data security as it relates to payment card handling.
• Workplace safety procedures required by OSHA and Texas state law.

Supervision, Performance Review, and Discipline

The Employee will report to [Supervisor Name/Position].

Daily reporting requirements include [Specify, e.g., Balancing Cash Drawer, Reporting Discrepancies].

The Employee's performance will be reviewed [Frequency, e.g., Annually].

Disciplinary standards for register shortages, policy violations, or noncompliance may include warnings, suspension, or termination.

The Employer will provide opportunities for correcting poor performance before termination, unless the misconduct is egregious.

Cash Handling and Register Operation

The Employee must strictly adhere to cash handling and register operation protocols.

The Employee must comply with internal control measures regarding till counts and safe drops.

The Employee must immediately report any theft, error, or suspicious activity.

Employee purchases while on duty are [Permitted/Prohibited] unless in compliance with Employer policy requiring a second employee's involvement.

Confidentiality

The Employee shall protect customer payment data (PCI-DSS where applicable), sensitive company sales data, customer information, and any non-public store procedures.

The Employee shall not disclose or misuse this information during or after employment.

If loyalty programs or customer sign-ups are handled at the register, the Employee must accurately collect information, ensure opt-in, and adhere to privacy laws under Texas and federal rules.

Unlawful Conduct and Compliance

Unlawful conduct (embezzlement, theft, falsifying transactions, receipt fraud) is strictly prohibited.

The Employee must comply with company policy, Texas Penal Code, identity verification for protected sales, and proper compliance documentation.

The Employee must be honest in register closings.

The Employee must report suspicious or illegal activity.

The Employee must fully cooperate during investigations.

Anti-Harassment, Anti-Discrimination, and Equal Opportunity

The Employer maintains a strict anti-harassment, anti-discrimination, and equal opportunity policy.

The Employer prohibits discrimination based on race, color, religion, sex, national origin, age, disability, or any other protected category under Texas Labor Code and Title VII.

Complaint/reporting channels are available through [Specify Channels, e.g., HR Department, Supervisor].

The Employer is committed to a harassment-free workplace.

The Employee is required to attend mandatory company training regarding workplace conduct.

Termination

Option A: The Employee's employment is at-will, as permitted by Texas law.

Option B: The Employer may terminate employment at any time, with or without cause or advance notice.

Permissible grounds for immediate or advance-notice termination include theft, persistent register shortages, repeated violations of cash handling protocols, or customer mistreatment.

Upon termination, the Employee must return all company property (keys, uniforms, ID cards).

The final paycheck will be delivered in compliance with the Texas Payday Law (within [Number] days of termination or next regular payday, whichever is sooner).

Payment of accrued but unused paid time off, if any, will be as per Employer policy.

Direction for departing employees on reference requests and rehire eligibility status will be provided upon request.

Option C: Tips, tip sharing, or tip pool policies, if applicable, will be handled in compliance with Texas law.

Garnishments/Order for Wage Withholding

The employer will comply with all legal garnishments/order for wage withholding in conformance with Texas statutes.

Dispute Resolution

The Employer encourages the use of internal complaint/grievance procedures.

Option A: Any disputes that are not resolved internally will be submitted to mediation in [City, Texas].

Option B: Any disputes that are not resolved internally will be submitted to binding arbitration in [City, Texas].

If unresolved after mediation/arbitration, litigation may be pursued, with exclusive venue in the county of the primary work location in Texas.

Texas law governs this Agreement.

Occupational Health and Safety

The Employer complies with all occupational health and safety standards, including relevant OSHA and Texas Department of State Health Services rules for retail/cashier environments.

The Employee will receive fire safety and robbery prevention training.

The Employer provides access to Employee Assistance Programs (EAPs) or similar resources for stress or crisis management (if available).

Local Ordinances and Health/Safety Mandates

Option A: The Employer complies with all applicable local municipality ordinances affecting cashier work (e.g., required security, emergency panic buttons, bans on cashless operations).

Option B: The Employer adheres to policies on COVID-19, infectious disease protocols, or new health/safety mandates at cashier stations.

Non-Solicitation/Non-Disparagement

Option A: The Employee agrees not to solicit the Employer's customers or employees for [Number] months following termination.

Option B: The Employee agrees not to disparage the Employer or its employees.

NOTE: Non-compete agreements are generally not enforceable for cashiers under Texas law and should not restrict basic retail employment opportunities.

Employer Rights

The Employer reserves the right to reassign, transfer, or modify cash-handling procedures subject to Texas legal standards.

The Employer reserves the right to change operational hours or cashier technology with reasonable advance notice.

Acknowledgment

The Employee acknowledges receipt and understanding of all company policies, store procedures manuals, and employee handbooks referenced by this Agreement.

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

[Employer Legal Name]

By: [Employer Representative Name]

Title: [Employer Representative Title]

[Employee Legal Name]

Signature: ____________________________