Washington cook employment contract template

Washington Cook Employment Contract

This Full-Time Cook Employment Contract (the “Agreement”) is made and effective as of [Effective Date] by and between [Employer Name], located at [Employer Address], [Employer Phone Number], [Employer Email] (the "Employer") and [Employee Name], residing at [Employee Address], [Employee Phone Number], [Employee Email] (the "Employee").

1. Employment

• The Employer hereby employs the Employee as a full-time Cook.

2. Job Description

• The Employee's duties shall include, but not be limited to:
  • Food preparation, ingredient handling, and measurement.
  • Recipe execution according to provided standards.
  • Station setup and breakdown.
  • Food garnishing.
  • Timing coordination for food serving.
  • Adherence to menu specifications.
  • Compliance with portion control.
  • Kitchen equipment operation and routine maintenance.
  • Food inventory and restocking.
  • Maintaining food safety and sanitation standards in accordance with the Washington State Retail Food Code (WAC 246-215).
• Option A: The Employee may also be required to assist with [Specific catering duties].
• Option B: The Employee may also be required to perform related duties as assigned by the [Head Chef/Kitchen Manager].

3. Qualifications

• Required Culinary Skills: [List culinary skills]
• Certifications: Must possess and maintain a valid Washington State Food Worker Card.
• Experience: [Number] years of prior experience as a cook.
• Physical Requirements: Ability to stand for long periods and lift up to [Weight] pounds.

4. Reporting and Teamwork

• The Employee will report to the [Head Chef/Kitchen Manager].
• Teamwork Expectations: The Employee will collaborate effectively with other kitchen staff.
• Communication Protocols: The Employee will communicate clearly and respectfully with all team members.
• The Employee is expected to attend kitchen meetings and training sessions as scheduled.
• Task Delegation: The Head Chef/Kitchen Manager will delegate tasks.
• Conflict Resolution: Conflicts will be resolved through discussion with the [Head Chef/Kitchen Manager].

5. Work Location

• The primary work location is [Restaurant Name] located at [Restaurant Address].
• Option A: The Employee may be required to work at other Employer locations in Washington.
• Option B: The Employee may be required to perform catering duties at off-site locations.
• Option C: Local travel may be required for [Specific Reason].

6. Employment Status and Work Hours

• The Employee's employment status is full-time.
• Standard Work Hours: [Number] hours per week, generally scheduled as [Specific Days and Times].
• Shifts: [Morning/Evening/Split Shifts].
• Weekends: The Employee may be required to work weekends.
• Late Nights/Holidays: The Employee may be required to work late nights and/or holidays.
• On-Call/Emergency Policies: [Describe on-call/emergency policies].
• Schedule Changes: Schedule changes will be made with reasonable notice, complying with the Washington Secure Scheduling Law (where applicable).

7. Breaks and Overtime

• Rest Breaks: The Employee is entitled to paid 10-minute rest breaks for each 4 hours worked, consistent with Washington law.
• Meal Breaks: The Employee is entitled to a 30-minute unpaid meal break for each 5 hours worked, consistent with Washington law.
• Overtime Eligibility: The Employee is [Exempt/Non-Exempt] from overtime pay.
• Overtime Calculation: Overtime will be paid at 1.5 times the regular hourly rate for all hours worked over 40 in a workweek, in accordance with Washington statutes.
• Overtime Approval: Overtime must be approved in advance by the [Head Chef/Kitchen Manager].
• Overtime Recordkeeping: All overtime hours will be accurately recorded.

8. Compensation

• The Employee's wage will be [Dollar Amount] per hour/ [Dollar Amount] annually.
• Payment Frequency: The Employee will be paid [Weekly/Bi-weekly/Monthly].
• Tip Pooling/Sharing: [Describe tip pooling/sharing policy or state 'No tip pooling/sharing'].
• Uniform/Tool Allowance: [Dollar Amount] per [Time Period] for uniform/tool maintenance.
• Attendance Bonuses/Incentives: [Describe attendance bonuses/incentives, if any].
• Tip Disclosure and Reporting: The Employee is responsible for accurately reporting all tips as required by Washington and federal law.

9. Benefits

• Health Insurance: [Describe health insurance options, or state 'Not provided'].
• Dental Insurance: [Describe dental insurance options, or state 'Not provided'].
• Vision Insurance: [Describe vision insurance options, or state 'Not provided'].
• Paid Sick Leave: The Employee is entitled to paid sick leave in accordance with the Washington Paid Sick Leave Law (one hour for every 40 hours worked).
• Paid Vacation: [Describe paid vacation policy, or state 'Not provided'].
• Washington State Holidays: [List observed holidays, or state 'Not provided'].
• Parental/Family Leave: The Employee is entitled to parental/family leave in line with the Washington Paid Family and Medical Leave program.
• Employee Meal Policy: [Describe employee meal policy].
• Transportation/Parking Allowance: [Describe transportation/parking allowance, or state 'Not provided'].
• Retirement Plans: [Describe retirement plans, such as SIMPLE IRA, or state 'Not provided'].
• Professional Development/Culinary Training: [Describe professional development/culinary training support, or state 'Not provided'].

10. Food Worker Card and Compliance

• The Employee must maintain a valid Washington State Food Worker Card.
• The Employer will [Assist/Not assist] with required training/renewal.
• The Employer complies with all Washington State Department of Health, Labor & Industries, and local health department regulations on food safety, sanitation, workplace ergonomics, and injury prevention.

11. Kitchen Conduct

• Dress Code/Personal Hygiene: Adherence to Employer's dress code and personal hygiene standards.
• Uniform Policy: [Describe uniform policy].
• Protective Equipment: Use of provided protective equipment.
• Maintenance of Cleanliness: Maintaining a clean and organized workspace.
• Prevention of Cross-Contamination and Allergen Management: Following procedures to prevent cross-contamination and manage allergens.
• Kitchen Safety Protocols: Following kitchen safety protocols including knife handling, chemical use, fire prevention, and accident reporting.
• Emergency Procedures: Knowledge of and adherence to emergency procedures.
• Attendance at Health and Safety Briefings: Mandatory attendance at health and safety briefings.

12. Anti-Discrimination and Anti-Harassment

• The Employer is committed to equal employment opportunity and prohibits discrimination and harassment based on race, sex, age, sexual orientation, gender identity, religion, national origin, disability, or marital status, under the Washington Law Against Discrimination (RCW 49.60).
• Complaint Procedure: [Describe complaint procedure].
• Investigation Procedure: [Describe investigation procedure].
• Non-Retaliation: Retaliation against any employee who reports discrimination or harassment is strictly prohibited.

13. Confidentiality and Non-Disclosure

• The Employee agrees to maintain the confidentiality of proprietary recipes, menus, supply sources, kitchen operations, and sensitive business information.
• Non-Compete: [Include a non-compete clause only if it complies with Washington's strict statutory restrictions (RCW 49.62) and meets all requirements (e.g., salary threshold, 14-day advance notice, limitations on duration and scope). If not, state: 'The Employee is not subject to a non-compete agreement.']

14. Intellectual Property

• [Option A: Any recipes, innovations, or culinary works created during employment are the property of the Employer. / Option B: Ownership of intellectual property will be determined on a case-by-case basis].
• External Competitions/Outside Catering: Requires prior Employer consent.

15. Use of Employer Property

• The Employee is responsible for the proper care of Employer property including kitchen equipment, uniforms, tools, and perishable supplies.
• All Employer property must be returned upon termination of employment.

16. Alcohol and Controlled Substances

• The Employee must comply with the Employer's drug/alcohol screening policies.
• The Employee must report any intoxication or impairment.

17. Employment-At-Will and Termination

• The Employee's employment is at-will, meaning either party may terminate the employment relationship at any time, with or without cause or notice, subject to any applicable legal requirements.
• Notice of Resignation: The Employee is requested to provide [Number] weeks' notice of resignation.
• Final Paycheck: Upon termination (especially involuntary separation), the Employee will receive their final paycheck within one business day, as required by RCW 49.48.
• Accrued Paid Leave: [Describe treatment of accrued paid leave upon termination].
• Return of Employer Property: The Employee must return all Employer property upon termination.
• Severance: [Describe any severance policy, or state 'No severance will be provided'].

18. Grounds for Immediate Dismissal

• Grounds for immediate dismissal include theft, gross misconduct, repeated health/safety violations, or serious breaches of kitchen protocol.

19. Dispute Resolution

• The parties agree to attempt to resolve any disputes through negotiation and mediation.
• Arbitration: [Optional: Indicate if arbitration is required and specify the arbitration forum].
• Governing Law and Venue: This Agreement shall be governed by and construed in accordance with the laws of the State of Washington. Venue for any disputes shall be in [County Name] County, Washington.

20. Workers’ Compensation

• The Employer provides Washington State Workers’ Compensation Insurance coverage (RCW Title 51).
• The Employee must report any accident or injury to the [Head Chef/Kitchen Manager] immediately.
• [Describe light duty or return-to-work programs].

21. Employee Rights Notices

• The Employee is entitled to mandatory sick and safe leave, wage transparency (Wage Theft Prevention Act requirements), workplace safety (Washington Industrial Safety and Health Act), and minimum wage and overtime protections (RCW 49.46).
• The Employee is entitled to any applicable local ordinances (e.g., higher minimum wages in Seattle, Tacoma, or SeaTac).

22. Workplace Postings and Employee Handbook

• The Employer will provide all required workplace poster notifications.
• The Employee will receive a copy of the Employee Handbook.

23. Union Membership

• [State whether the workplace is unionized, and if so, specify any union membership requirements or collective bargaining coverage].

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

____________________________
[Employer Name]

By: ____________________________
[Employer Representative Name]
[Employer Representative Title]

____________________________
[Employee Name]