Washington production worker employment contract template

Washington Production Worker Employment Agreement

This Washington Production Worker Employment Agreement (the “Agreement”) is made and effective as of [Date], by and between [Employer Name], a company organized under the laws of Washington, with a principal place of business at [Employer Address] (“Employer”), and [Employee Name], residing at [Employee Address] (“Employee”).

1. Position

• The Employer hires the Employee as a Production Worker.
• Option A: The Employee's primary responsibilities include: machine operation, assembly line tasks, materials handling, equipment cleaning, quality control inspections, packaging, basic maintenance, reporting safety incidents, effective communication with supervisors, wearing and maintenance of required personal protective equipment (PPE), accurate completion of production records/logs, adherence to standard operating procedures, and following Good Manufacturing Practices (GMP) or other industry standards.
• Option B: Other responsibilities as assigned by the Employer.
• The Employee reports to [Supervisor Title].
• The Employee is assigned to [Shift Assignment].

2. Work Environment

• The Employee will primarily work at [Worksite Location].
• Option A: The Employer may transfer the Employee to other locations or temporary assignments within Washington.
• Option B: No transfers will be made without the Employee’s written consent.
• Requirements for team working, shift rotations, overtime, and cross-training will be determined by the employer.

3. Employment Status

• The Employee is a full-time employee.
• Option A: The Employee's regular work schedule is [Start Time] to [End Time], [Days of the Week].
• Option B: The Employee will work a rotating shift schedule, as determined by the Employer.
• Overtime work may be required.
• The Employee is entitled to meal and rest breaks in compliance with Washington law, including at least a 30-minute meal period for shifts over 5 hours and paid 10-minute rest breaks every 4 hours worked.
• Option A: The Employee is required to be on-call [frequency].
• Option B: The Employee is not required to be on-call.
• Procedures for requesting time off are outlined in the Employee Handbook.

4. Compensation

• The Employee will be paid at an hourly rate of [Hourly Wage].
• Option A: The Employee will be paid bi-weekly.
• Option B: The Employee will be paid semi-monthly.
• Payment will be made via [Payment Method].
• Overtime pay will be paid at one and one-half times the Employee's regular hourly rate for hours worked over 40 in a workweek, in accordance with RCW 49.46.
• Option A: The Employee is eligible for weekend/holiday/shift differential pay as follows: [Details].
• Option B: The Employee is not eligible for weekend/holiday/shift differential pay.
• Option A: The Employee is eligible for production/incentive/attendance bonuses as follows: [Details].
• Option B: The Employee is not eligible for production/incentive/attendance bonuses.
• The Employee's compensation will comply with Washington's minimum wage standards.

5. Benefits

• The Employee is eligible for the following benefits: medical, dental, and vision insurance, retirement/pension options, state-mandated paid sick leave accrual and usage (one hour per every 40 hours worked per RCW 49.46.210), paid/unpaid holidays, paid vacation, family/medical leave, disability coverage. Details are outlined in the Employee Handbook.
• Option A: The Employee is eligible for union benefits as outlined in the collective bargaining agreement.
• Option B: The Employee is not eligible for union benefits.

6. Safety

• The Employee will comply with the Washington Industrial Safety and Health Act (WISHA/RCW 49.17).
• The Employee will use mandatory PPE as required.
• The Employer will provide safety training as required by WISHA.
• The Employee will follow emergency procedures and incident/injury reporting protocols.
• The Employer will disclose hazardous materials (Right-to-Know rules).

7. Training

• Option A: The Employee is required to have the following training/certification: [Training/Certification].
• Option B: The Employee is required to obtain the following training/certification: [Training/Certification] within [Number] days of employment.
• The Employer is responsible for the costs of required training.
• The Employer will provide initial and ongoing training as needed.

8. Attendance and Punctuality

• The Employee is expected to maintain satisfactory attendance and punctuality.
• The Employee must follow procedures for reporting absences or lateness as outlined in the Employee Handbook.
• Discipline policies for attendance violations are outlined in the Employee Handbook.
• The Employer will adhere to Washington’s protected leave rules.

9. Performance Evaluation

• The Employee's performance will be evaluated [Frequency].
• Performance will be evaluated based on [Criteria].
• Performance reviews may be connected to wage increases or bonuses.

10. Non-Discrimination and Harassment

• The Employer prohibits discrimination and harassment based on race, sex, pregnancy, sexual orientation, gender identity, age, religion, national origin, marital status, veteran status, or disability, as protected under Washington law.
• The Employer has an Equal Employment Opportunity policy and an Affirmative Action policy (if applicable).

11. Proprietary Information and Confidentiality

• The Employee will protect proprietary information, including production processes, product designs, trade secrets, and customer/supplier information.
• The Employee will return all company property upon separation.

12. Intellectual Property

• Any process improvements or inventions developed by the Employee on the job are subject to Washington state law and company policy.

13. Non-Compete

• Washington law limits the enforceability of non-compete clauses. As of 2024, non-compete agreements are generally unenforceable for employees earning less than $116,593.18 annually (RCW 49.62).
• Option A: This Agreement contains a non-compete clause, the details of which are located in [Document Name].
• Option B: This Agreement does not contain a non-compete clause.

14. Termination

• The Employee's employment is at-will.
• The Employee's final paycheck will be provided by the next regular payday, in accordance with Washington law.
• The Employee must return all tools, uniforms, and PPE upon termination.
• Separation documentation will be provided.
• The Employer will comply with rules for layoffs, plant closures, and reductions in force under the Washington Worker Adjustment and Retraining Notification Act if applicable.
• Information regarding COBRA and Washington State continuation coverage rights will be provided.
• Information regarding accessing unemployment benefits will be provided, referencing the Washington Employment Security Department.

15. Union Membership

• Option A: This workplace is unionized. The Employee’s rights and responsibilities regarding union membership, dues deduction, grievance, and arbitration are governed by the collective bargaining agreement.
• Option B: This workplace is not unionized. This is an open shop.

16. Complaint and Dispute Resolution

• The Employer encourages the Employee to utilize the internal complaint process.
• If internal resolution is unsuccessful, the parties agree to mediation or arbitration in [County Name] County, Washington, governed by Washington law.
• The Employee retains the right to file complaints with the Washington Department of Labor & Industries or federal OSHA as appropriate.

17. Mandatory Postings and Notifications

• The Employer complies with all mandatory posting and notification requirements under Washington law, including wage theft and paid sick leave posters.

18. Acknowledgment

• The Employee acknowledges receipt of the Employee Handbook, safety manuals, and other relevant policies.

19. E-Verify

• The Employee's employment is subject to E-Verify procedures and proof of eligibility to work in the U.S.

20. Background Checks and Drug Testing

• Option A: The Employee's employment is contingent upon a satisfactory background check.
• Option B: The Employee's employment is contingent upon a negative pre-employment drug test.
• Option C: The Employer may conduct random drug/alcohol testing as permitted under Washington law.

21. Workplace Conduct

• The Employer has policies regarding workplace violence, substance abuse, and anti-retaliation protections (especially whistleblower and safety complaints per RCW 49.17.160).
• The Employer will provide reasonable accommodation of disabilities consistent with the Washington Law Against Discrimination.

22. Modifications

• The Employer reserves the right to update production standards, safety protocols, and work rules with appropriate notice.
• All contract elements are adaptable according to shift assignment, facility, product type, and union or non-union environment.

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]