Wyoming cashier employment contract template

Wyoming Full-Time Cashier Employment Agreement

This Wyoming Full-Time Cashier Employment Agreement (the “Agreement”) is made and entered into as of this [Date], by and between [Employer Name], a [State] [Entity Type] with its principal place of business at [Employer Address] (“Employer”), and [Employee Name], residing at [Employee Address] (“Employee”).

1. Position

• Full-Time Cashier
• Location: [Specific Store/Site Address in Wyoming]
• Option A: Assignment to alternative locations within [Number] miles of the primary location may occur with [Number] days’ notice.
• Option B: Assignment to alternative locations is not permitted.

2. Job Duties

• Cash-handling, customer service, and operation of point-of-sale (POS) systems.
• Processing of cash/credit/debit/mobile payments and issuing receipts.
• Balancing cash drawers and performing register closeout and deposits.
• Managing petty cash and addressing customer queries.
• Handling returns/exchanges and restocking impulse sales items.
• Reconciling discrepancies and monitoring for counterfeit bills or fraudulent transactions.
• Adhering to store loss prevention policies.
• Following employer-approved scripts for transactions or upselling programs.

3. Qualifications

• Accuracy in money handling and basic math proficiency.
• Adherence to company dress code/grooming standards.
• Customer etiquette and maintenance of workspace cleanliness.
• Use of protective measures in accordance with employer safety practice and Wyoming OSHA requirements.

4. Employment Status

• Full-Time employment under Wyoming law.
• Customarily [Number] - [Number] hours per week.

5. Work Schedule

• Normal work schedule: [Days of the week].
• Daily hours: [Number]. Weekly hours: [Number].
• Possible shifts: [Shift Times].
• Overtime eligibility: Non-exempt/Exempt (consistent with FLSA).
• Option A: Breaks and meal periods: [Specify break and meal period policy. Wyoming law does not mandate specific breaks for adults.]
• Option B: Breaks and meal periods will be provided in accordance with company policy as outlined in the employee handbook.

6. Compensation

• Regular hourly wage: [Dollar Amount] per hour.
• Overtime pay rate: At least 1.5 times the base rate for hours worked over 40 per week.
• Pay period: [Weekly/Bi-weekly/Monthly].
• Payday schedule: [Specify day of the week/month].
• Method of wage payment: [Direct deposit/Check].
• Final paycheck upon termination will be paid within five business days or the next regular payday, whichever is sooner, per Wyoming Stat. § 27-4-104.

7. Performance Incentives/Bonuses

• Option A: Accuracy Awards: [Describe criteria and payout timing].
• Option B: Upselling Bonuses: [Describe criteria and payout timing].
• Option C: No performance incentives or bonuses will be provided.

8. Benefits

• Health insurance eligibility and employee contribution: [Describe eligibility and contribution details].
• Dental/vision coverage: [Specify if offered and describe coverage].
• 401(k) participation/retirement plan: [Specify if offered and describe plan].
• Paid time off accrual (vacation, sick leave, holidays): [Specify accrual rates and usage policies. Note: Wyoming does not require paid time off.]
• Leave of absence provisions: [Describe unpaid leave or FMLA eligibility, if applicable].

9. Cash Handling Procedures

• Employee responsibility for balancing register.
• Cash shortage/overage policy: [Describe policy, including discipline for repeated discrepancies, but compliant with Wyoming Wage Protection Act prohibiting unauthorized wage deductions for shortages unless willful or grossly negligent after investigation].

10. Loss Prevention and Theft Deterrence

• Compliance with security protocols and surveillance camera rules.
• Bag check policy: [Specify details].
• Reporting of suspicious activities.
• Prohibition against borrowing from register, personal purchases during shift, or unauthorized price adjustments.

11. Anti-Discrimination/Harassment

The Employer prohibits discrimination and harassment based on any protected characteristic under federal and applicable Wyoming law.

12. Time Records

• Completion and maintenance of accurate time records (manual or electronic).
• Prohibition on “off the clock” work.
• Reporting procedures for errors or missed punches.

13. Training

• Mandatory training on store POS system operation.
• Handling of returns/exchanges.
• Workplace violence awareness.
• Wyoming OSHA safety training.
• Cash-handling best practices.

14. Uniforms/Name Tags

• Required use of uniforms or employer-provided name tags.
• Cleaning/maintenance responsibility: [Specify responsibility].
• Wage deductions for uniforms: [Specify if any, and ensure compliance with Wyoming law].

15. Breaks and Meals

• Location: [Specify breakroom or other designated area].
• Duration: [Specify duration of breaks and meals].
• Policy if cashier leaves worksite for meals: [Specify policy].

16. Chain of Command

• Immediate supervisor: [Job Title].
• Reporting structure: [Specify reporting structure].
• Escalation of operational or ethical concerns: [Describe escalation procedure].

17. Company Equipment and Supplies

• Use of company equipment and supplies (register, safe, card terminals).
• Restrictions on unauthorized use.
• Procedure for damage reporting.

18. Confidentiality

• Safeguarding customer payment data (PCI compliance).
• Store financial information.
• Proprietary promotional or pricing strategies.
• These obligations survive employment termination.

19. Customer Relations

Prohibition against fraternization or inappropriate relationships with customers on company property or during work hours.

20. Professionalism

Expectation of ongoing professionalism, courteous communication, alertness, and vigilance during shifts. Requirements for standing or movement during work, with reasonable accommodation language for ADA-protected disabilities.

21. At-Will Employment

• The Employer reserves the right to terminate employment at any time, with or without cause.
• Employee is required to provide [Number] weeks’ notice for voluntary resignation.

22. Termination Procedures

• Timeframe for return of company property (uniform, keys, manuals, etc.).
• Final payroll delivery.
• Completion of separation documentation.

23. Grievance Procedure

• Internal grievance procedure for disputes (e.g., harassment, wage disputes, customer complaints).
• Escalation procedure: [Describe procedure, including optional recourse to arbitration or Wyoming courts].

24. Governing Law and Venue

This Agreement shall be governed by and construed in accordance with the laws of the State of Wyoming. Venue for any legal disputes shall be in [Specify County] County, Wyoming.

25. Workers’ Compensation

• Wyoming-required workers’ compensation coverage is provided.
• Workplace injury reporting procedures: [Describe procedure].
• Compliance with Employer's safety and accident investigation protocols.

26. Anti-Retaliation

Protection against retaliation for reporting workplace violations or exercising statutory rights.

27. No Deduction for Business Losses

No deduction from employee's wages for employer's “business losses” absent proven intentional misconduct through due process.

28. Background Checks

• Option A: Background checks: [Describe the type of background check and authorization process].
• Option B: No background check required for this position.

29. Trade Dress/Appearance

Requirements for trade dress or appearance as mandated by company policy for cashiers in customer-facing roles: [Describe requirements and consequences for non-compliance].

30. Outside Employment

• Option A: Policy on secondary or outside employment: [Specify any restrictions, especially concerning competitors].
• Option B: Employee is permitted to engage in outside employment.

31. Acknowledgment of Policies

• Employee acknowledges receipt and review of company's cash handling, theft prevention, harassment prevention, and occupational safety policies.
• Written confirmation by employee required.

32. Employee Handbook

This Agreement is independent of, but may be supplemented by, the employee handbook. Handbook policies are incorporated by reference as relevant to Wyoming cashier work.

33. Amendment

Employer reserves the right to amend policies upon written notice, in accordance with Wyoming’s “at-will” doctrine.

34. Severability

If any provision of this Agreement is held to be invalid or unenforceable, the remaining provisions shall remain in full force and effect.

35. Integration

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

36. Voluntary Consent

Both parties acknowledge that they have read this Agreement, understand its terms, and enter into it voluntarily and with informed consent.

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]