Washington cashier employment contract template

Washington Cashier Employment Contract

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

1. Employment

The Employer hires the Employee as a Full-Time Cashier and the Employee accepts such employment.

2. Duties and Responsibilities

The Employee's primary duties and responsibilities include, but are not limited to:

• Operating point-of-sale (POS) systems.
• Accurately processing cash, credit, debit, EBT, and other payment methods.
• Handling returns/exchanges according to company policy and Washington law.
• Counting cash drawers before/after shifts.
• Issuing receipts.
• Applying appropriate sales tax as per Washington state and local codes.
• Verifying age for age-restricted sales as required by WA law (e.g., tobacco, alcohol).
• Maintaining proper cash balancing and reconciliation.
• Performing safe cash drops.
• Reporting discrepancies immediately.
• Following established loss prevention and anti-theft measures.
• Providing outstanding customer service.
• Complying with Washington’s regulations and employer policies for handling public assistance cards and currency.

3. Work Location and Schedule

Option A: The Employee's primary work location is at [Store Address].

Option B: The Employee may be assigned to various locations within Washington State as needed. The employer will provide reasonable notice of location changes when possible.

Work Hours: The Employee's regular work hours will be [Number] hours per week, typically between [Start Time] and [End Time], on [Days of the Week]. This schedule may include nights, weekends, and holidays as required by the business’s operating hours.

4. Breaks

The Employee is entitled to paid 10-minute rest breaks for every 4 hours worked and an unpaid 30-minute meal period for shifts longer than five hours, in accordance with Washington law (WA Admin Code). Breaks are duty-free and may not be waived except as permitted by law.

5. Compensation

Option A: The Employee will be paid an hourly rate of [Hourly Wage], which is no less than the Washington statewide minimum wage.

Option B: The Employee will participate in tip pooling, and gratuities will be distributed as per company policy and Washington law.

Overtime: The Employee will be paid overtime at a rate of one and one-half (1.5) times their regular hourly rate for all hours worked over 40 in a workweek, as required by Washington law.

Pay Period: The Employee will be paid [Frequency, e.g., bi-weekly] via [Payment Method, e.g., direct deposit]. Wage statements will include all information required by Washington law.

6. Benefits

Option A: The Employee is eligible for employer-sponsored health, dental, and vision insurance plans as outlined in the employee benefits handbook.

Option B: The Employee is eligible for paid sick leave in accordance with Washington Paid Sick Leave Law, accruing at least 1 hour per 40 hours worked.

Option C: The Employee is eligible for Paid Time Off (PTO) according to the following policy: [PTO Policy Details].

Option D: The Employee may be eligible for Washington State Paid Family and Medical Leave (PFML). The Employer will provide required notifications.

7. Workers' Compensation

The Employee is covered by Washington Industrial Insurance (Workers’ Compensation). The Employee must report any on-site injuries to [Designated Person/Department] immediately. The Employee acknowledges that this is a non-exempt position for wage and hour law compliance.

8. Workplace Health and Safety

The Employer will provide a safe working environment in accordance with the Washington Industrial Safety and Health Act (WISHA). The Employee will participate in cashier-specific safety training, including anti-robbery procedures, incident reporting, safe cash handling, and ergonomic guidelines.

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 or notice, subject to applicable Washington law.

Resignation: The Employee agrees to provide the Employer with [Number] days written notice of resignation.

Termination: The Employer may terminate the Employee’s employment for cause, including but not limited to theft, misappropriation of funds, or violation of cash handling procedures, resulting in immediate dismissal. Final wages will be paid no later than the end of the next pay period, as required by Washington law.

10. Training and Certification

Option A: The Employee is required to obtain and maintain a [Specific Certification, e.g., Food Handler's Permit].

Option B: The Employee will participate in internal cash handling certification training provided by the Employer.

Option C: If the Employee will be handling alcohol, the Employee must obtain a Washington MAST permit.

11. Anti-Discrimination and Anti-Harassment

The Employer is committed to providing a workplace free of discrimination and harassment. Discrimination and harassment based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, veteran status, or any other characteristic protected by Washington law is strictly prohibited. Employees are encouraged to report any incidents of discrimination or harassment to [Designated Person/Department].

12. Confidentiality

The Employee acknowledges that they may have access to sensitive customer and transaction information, POS passwords, and security codes. The Employee agrees to maintain the confidentiality of this information and not to use or disclose it for any unauthorized purpose.

13. Return of Property

Upon termination of employment, the Employee will immediately return all property of the Employer, including keys, uniforms, name badges, and any employer-issued equipment.

14. Non-Compete and Non-Solicitation

Compliance with RCW 49.62: The Employer acknowledges Washington’s prohibition on non-compete agreements for employees earning less than the state-mandated salary threshold. [Choose One: Option A: No non-compete agreement applies to this position./ Option B: A Non-Solicitation Agreement may apply as a separate agreement]

15. Background Check

Option A: The Employee consents to a background check as a condition of employment, in compliance with RCW 19.182 and the Fair Credit Reporting Act. The Employer will provide the required disclosures.

Option B: This position does not require a background check.

16. Compliance with Local Ordinances

The Employer will comply with all applicable city and local ordinances regarding paid leave, minimum wage, and predictive scheduling.

17. Dispute Resolution

This Agreement shall be governed by the laws of the State of Washington. Any legal proceedings relating to this Agreement shall be brought in [County Name], Washington.

Option A: The employer maintains an internal grievance procedure.

Option B: Disputes may be resolved through mediation.

18. Succession of Policies

In the event of a conflict between the Employer's general employee handbook and this Agreement, the terms of this Agreement shall prevail.

19. Employee Purchases

The Employee may be eligible for employee discounts on store merchandise, subject to the Employer's policies. All employee purchases must be accompanied by a valid receipt.

20. Dress Code

The Employee is required to adhere to the Employer's dress code, which is outlined in the employee handbook.

21. Safety Drills and Robbery Prevention

The Employee will participate in required safety drills and robbery prevention protocol training.

22. Reporting Structure

The Employee will report to [Job Title, e.g., Store Manager].

The Employee is required to attend all scheduled staff meetings and training sessions.

23. Sales and Excise Taxes

The Employee is responsible for the proper collection and remittance of all applicable federal, state, and local sales and excise taxes.

24. Eligibility to Work

The Employee affirms that they are eligible to work in the United States and will provide documentation as required by the I-9 form.

25. Amendments

This Agreement may be updated to reflect changes in Washington law, local regulations, or company practice. The Employer will provide reasonable notice of any amendments.

26. Entire Agreement

This Agreement constitutes the entire agreement between the parties and supersedes all prior or contemporaneous communications and proposals, whether oral or written, relating to the subject matter hereof.

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

_______________________________
[Employer Representative Name]
[Employer Representative Title]
[Employer Legal Name]

_______________________________
[Employee Legal Name]