Washington cleaner employment contract template

Washington Cleaner Employment Agreement

This Washington Cleaner Employment Agreement (the "Agreement") is made and effective as of [Date], by and between [Employer Full Legal Name], located at [Employer Address] ("Employer") and [Employee Full Legal Name], residing at [Employee Address] ("Employee").

• WHEREAS, Employer desires to employ Employee as a Cleaner; and
• WHEREAS, Employee desires to be employed by Employer as a Cleaner;

NOW, THEREFORE, in consideration of the mutual covenants contained herein, the parties agree as follows:

1. Position and Duties:

• The Employer hires the Employee as a Cleaner. The Employee's primary duties and responsibilities include, but are not limited to:
• Cleaning and sanitizing designated areas including but not limited to offices, hallways, restrooms, and common areas.
• Mopping, vacuuming, sweeping, dusting, and polishing surfaces.
• Restroom cleaning and restocking of supplies.
• Waste removal and proper disposal of trash and recycling.
• Window washing and glass cleaning.
• Appropriate use and maintenance of professional cleaning chemicals and equipment, following manufacturer instructions and safety guidelines.
• Following specific safety procedures, including proper PPE (Personal Protective Equipment) use, such as gloves, masks, and eye protection.
• Adherence to Employer standards for time management, quality of work, and professional conduct.
• Reporting any equipment malfunctions or maintenance needs to the supervisor.
• The Employee will report to [Supervisor's Name/Position].
• Option A: The Employee will adhere to specific cleaning protocols required for [Healthcare/Educational/Sensitive Environment details].
• Option B: The Employee will comply with all OSHA/WISHA mandated health and safety procedures relevant to cleaning professionals.

2. Work Location(s):

• The Employee’s primary work location(s) will be:
• Option A: At the Employer's premises located at [Employer Address].
• Option B: At client sites located at [Client Site Address(es)].
• Option C: The location(s) may vary based on client needs and will be communicated by the Employer.
• Type of location: [Commercial Facility/Government Building/Residential Premises/Other].
• Option A: This location requires a background check.
• Option B: This location requires adherence to specific site rules: [Details of Site Rules].
• Option C: This location requires special access procedures: [Details of Special Access Procedures].

3. Work Schedule:

• The Employee’s full-time work schedule will be:
• Start Time: [Start Time]
• End Time: [End Time]
• Total Weekly Hours: [Number] (typically 40 hours per week).
• The Employee is entitled to Washington State-mandated rest periods and meal breaks.
• Overtime will be paid at 1.5 times the regular hourly rate for all hours worked over 40 in a workweek, as required by Washington law.
• Procedure for requesting schedule changes or additional shifts: [Detailed Procedure].

4. Compensation:

• The Employer will pay the Employee an hourly wage of [Dollar Amount] per hour, which meets or exceeds the greater of the Washington State or local minimum wage.
• Pay frequency: [Weekly/Bi-weekly/Monthly]. Payment will be no less frequent than monthly, as required by Washington law.
• Overtime Pay: All hours worked over 40 in a workweek will be paid at a rate of 1.5 times the regular hourly rate.
• Option A: Shift Differential: An additional [Dollar Amount] per hour will be paid for night/weekend/holiday work.
• Option B: Bonus: Bonuses may be awarded based on performance metrics, such as attendance and inspection scores, as determined by the Employer.
• Option C: Client Tipping: The employee [is/is not] permitted to accept tips from clients. Employer policy on gratuities: [Detailed Policy].

5. Benefits:

• The Employee is eligible for the following benefits in accordance with Washington law:
• Paid Sick Leave: Accrual and use of paid sick leave as per RCW 49.46.210 (at least one hour for every 40 hours worked).
• Paid Vacation: [Number] days of paid vacation per year.
• Holiday Pay: [List of Holidays] are paid holidays.
• Health Insurance: Eligibility for health insurance coverage will commence after [Number] days of employment.
• Dental Insurance: Eligibility for dental insurance coverage will commence after [Number] days of employment.
• Vision Insurance: Eligibility for vision insurance coverage will commence after [Number] days of employment.
• Washington State Paid Family and Medical Leave (PFML): Employer contributions to PFML are made as required by law.
• Workers’ Compensation: Coverage under the Washington State Workers’ Compensation/industrial insurance system.

6. Uniforms and Equipment:

• The Employer will provide the following uniforms and equipment: [List of Uniforms and Equipment].
• Responsibility for care, maintenance, and return of uniforms and equipment: [Detailed Responsibilities].

7. Training and Safety:

• The Employee is required to participate in mandatory safety training.
• Option A: The Employee will receive training in [Specific Training, e.g., Bloodborne Pathogen Certification].
• The Employee will comply with all WISHA/OSHA standards for workplace hazards and exposure risks related to cleaning chemicals, sharps, and biological contamination.

8. Anti-Discrimination and Anti-Harassment:

• The Employer complies with all Washington anti-discrimination and anti-harassment laws (RCW 49.60).
• Protected characteristics include race, color, creed, national origin, sex, disability, sexual orientation, age, gender identity, etc.
• Employer’s policy for equal opportunity, workplace inclusion, and reporting procedures for violations: [Detailed Policy].

9. Privacy and Confidentiality:

• The Employee is required to maintain the privacy and confidentiality of client information and property.
• Consequences for breach of privacy, theft, or mishandling of sensitive information: [Detailed Consequences].

10. Conduct and Appearance:

• The Employee is required to maintain a professional appearance, language, and conduct on-site.
• Policy regarding use/possession of personal items or mobile devices when on duty: [Detailed Policy].

11. Background Checks and Drug Testing:

• Option A: The Employee is required to undergo a criminal background check and/or fingerprinting.
• Option B: The Employer maintains a drug-free workplace policy.
• Policy on drug testing and disciplinary consequences: [Detailed Policy].

12. Property Security and Incident Reporting:

• The Employee is required to follow property security protocols.
• Procedure for reporting damage, loss, theft, or workplace accidents: [Detailed Procedure].

13. Leave Policies:

• The Employee is eligible for various types of leave, including:
• Vacation leave.
• Holiday leave.
• Sick leave (in accordance with Washington's "safe and sick time" law).
• Bereavement leave.
• Jury duty leave.
• PFML (Paid Family and Medical Leave).
• Washington Unpaid Family Care Act protections.

14. Termination of Employment:

• The employment relationship is “at-will,” as permitted by Washington law.
• Notice requirements for voluntary termination: [Number] days' written notice.
• Notice requirements for involuntary termination: [As required by law and company policy].
• Final paycheck timing: Due to employee on separation, as per RCW 49.48.010.
• Procedures for return of company property/equipment: [Detailed Procedures].
• Option A: Severance provisions: [Details of Severance Provisions].

15. Grounds for Immediate Dismissal and Disciplinary Action:

• Circumstances that may justify immediate dismissal include gross misconduct, theft, safety violations, harassment, etc.
• Progressive discipline, documentation, and appeals process: [Detailed Process].

16. Safety Meetings and Hazard Communication:

• The Employee is required to participate in safety meetings and hazard communication training.
• Procedure for reporting workplace injuries and filing L&I (Labor & Industries) claims: [Detailed Procedure].

17. Dispute Resolution:

• Washington law governs this Agreement. Jurisdiction and venue for any employment disputes shall be in [County, Washington].
• Preference for pre-litigation negotiation, mediation, or arbitration.

18. Confidentiality and Non-Solicitation:

• The Employee is prohibited from unauthorized disclosure of Employer's cleaning methods, proprietary processes, or customer lists.
• Non-solicitation/non-disparagement expectations: [Detailed Expectations]. Non-compete covenants are generally void in Washington for employees earning below a certain salary threshold and are further restricted by RCW 49.62.

19. Local Janitorial Regulations:

• The Employer complies with all applicable local municipal janitorial regulations in [City, e.g., Seattle, Tacoma], including any additional worker ordinances (e.g., Seattle’s Secure Scheduling and Health Care Ordinances, or local sick/safe leave rules that exceed state requirements).

20. Workers’ Rights:

• The Employee has the right to organize and access union representation, if applicable.
• Anti-retaliation protections are in place as required by Washington law.

21. Reporting Procedures:

• Procedure for reporting workplace safety complaints, wage disputes, or discrimination/harassment grievances internally or to the Washington State Department of Labor & Industries or Human Rights Commission: [Detailed Procedure]. Includes non-retaliation language.

22. Optional or Adjustable Elements:

• Specific duties: [Detailed Optional Duties].
• Work location specifics: [Details of Location Specifics].
• Site-specific rules: [Details of Site-Specific Rules].
• Client-directed protocols: [Details of Client-Directed Protocols].

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

____________________________
[Employer Full Legal Name]

By: ____________________________
[Employer Representative Name]

Title: [Employer Representative Title]

____________________________
[Employee Full Legal Name]