Sample form of an employment contract with a sales consultant-cashier

Sample form of an employment contract with a sales consultant-cashier

Employment contract with sales consultant-cashier

"__" ________________ 20__ mountains. ______________________________

____________________________________________________________________

(name of organization, enterprise, etc.)

OGRN ________________________ INN ____________________, hereinafter referred to as -

The employer, represented by ___________________________________________________,

(position, surname, first name and patronymic)

acting on the basis ______________________________________________,

(name of document confirming authority)

on the one hand, and the citizen of Russia _______________________________________

(last name, first name, patronymic, details

_____________________________________________________, hereinafter referred to as

passport or equivalent document)

— The employee, on the other hand, has entered into this employment contract in

in accordance with the Labor Code of the Russian Federation, the Charter and internal rules

regulations of the Employer's enterprise regarding the following:

1. The Subject of the Agreement

1.1. The employee is appointed and hired as

sales consultant-cashier (hereinafter referred to as the salesperson) at the point of sale

the Employer's enterprise located at: ______________________

for an indefinite period with a probationary period (specify a period of no more than 3

months).

Start date: "__" __________________ 20__.

1.2. Work under this Agreement is the main

place of work.

1.3. The employee reports directly to _________________________.

(specify official)

2. General obligations - conditions of the parties to the Agreement

2.1. The employee undertakes to obey the internal labor regulations

of the Employer's enterprise, timely and conscientiously fulfill

official duties, administration orders, carefully

treat the property of the enterprise, rationally use working

time, materials, equipment and tools, comply with technological

discipline, labor protection and safety requirements,

industrial sanitation and hygiene, support in the workforce

favorable socio-psychological climate, business relations with him

members, not create conflict situations and use their labor

rights and other legal possibilities not to the detriment of the interests of the enterprise and

its employees, not to disclose information constituting commercial and

official secret of the Employer.

2.2. The Employer undertakes to properly organize the Employee’s work,

create favorable conditions for increased productivity and quality

labor, ensure labor discipline, be attentive to the needs

and the Employee’s requests, improve working and living conditions, ensure

necessary tools, materials, special clothing, stimulate

professionalism, diligence, initiative and quality of the Employee’s work.

3. Rights and obligations of the Employee

3.1. In accordance with clause 1.1. of this Agreement Employee

undertakes to ensure the quality functioning of the outlet and

effective marketing of the range of goods assigned to the outlet, and

Also:

3.1.1. accept goods according to relevant documents,

unpack the goods, check the labeling, clean the goods from contamination,

check completeness, study the features of new products;

3.1.2. prepare the workplace for work, place goods,

design a display window (product line), check the availability of trade and

working documents, price tags and the correctness of their filling, place

promotional materials at the point of sale;

3.1.3. inform the senior seller (foreman) and draw up

applications for ordering necessary office supplies, trade and cash registers

documents, advertising materials, household supplies;

3.1.4. monitor and maintain cleanliness and order at the outlet;

3.1.5. monitor the consistency of prices in price lists and price tags for

product;

3.1.6. Serve customers: identify demand, introduce

available range of goods, advise the buyer about

performance properties of the product, rules of use and care

goods, make payments to the buyer (issue a sales receipt,

issue passports, guarantees, etc.);

3.1.7. pack and issue paid goods or accept orders

for delivery of goods to the buyer according to the “Order Form” and

relevant documents, orders and instructions of management;

3.1.8. count cash receipts and submit them in the prescribed manner;

3.1.9. conduct a census and record balances in the established

management order;

3.1.10. be guided by the requirements of the senior dispatcher

transferring requests for delivery of goods to the client;

3.1.11. when selling goods “on the spot”, draw up documents and

pack the goods properly (in accordance with the rules

trade), explaining to the client the specifics of moving goods across the territory

of this market;

3.1.12. both when trading locally and when trading by orders

the seller should try to update the product line. When selling from

places try to sell goods from the earliest deliveries. At

orders - to convince the client to take the goods from the trade pavilion,

while offering discounts permitted by management and necessarily

pointing out to the client any flaws in this unit (if any

available), and then inform office dispatchers that the goods are for

deliveries must be picked up by the client from this outlet;

3.1.13. upon receipt of goods from the central warehouse of the Company, the seller

should, if necessary, be on the trolley (if there is no

shopping cart - rent it from the administration) deliver the goods

to the point, without closing the premises of the outlet;

3.1.14. after delivery of the goods to the point, the sales consultant must

check each item of goods: appearance and packaging,

then, after unpacking the goods (only large-sized equipment), check

appearance and packaging of the product itself (in accordance with technical specifications).

passport), if any

defects (mechanical, damage, completeness, etc.), seller

signs together with the forwarder the Certificate of Acceptance of Goods, where

the lack of goods not accepted is described (on the invoices of your and

forwarder). In cases where a defect is discovered in the absence of a forwarder,

this defect is registered in the prescribed form and the report is transferred to the department

service for further discounting or exchange of goods;

3.1.15. carry out operations for receiving, accounting, issuing and storing

funds with mandatory compliance with the rules ensuring their

safety;

3.1.16. maintain a cash register based on incoming and outgoing documents

book;

3.1.17. check the actual availability of cash amounts with balances

cash book. Prepare cash reports in accordance with the established procedure;

3.1.18. conclude an Agreement on full financial liability for

the desire of the Employer;

3.1.19. analyze and take into account customer demand in the process

trade and summarize it, monitor the replenishment of the range of goods on

workplaces, make requests for goods taking into account customer requests;

3.1.20. advise and train sales trainees;

3.1.21. participate in quantitative and qualitative acceptance of goods

from the warehouse, in ongoing inventories;

3.1.22. at the end of the working day, hand over the outlet under security to

in the prescribed manner;

3.1.23. perform other permanent and temporary official work

responsibilities (job assignments) of the Employee established by the official

instructions or an additional agreement to this Agreement.

3.2. The employee has the right:

3.2.1. raise the issue of increasing wages, payment

overtime work in accordance with regulations, documents and

orders regulating the remuneration system for the Company’s employees;

3.2.2. report to senior management about all identified

shortcomings within their competence;

3.2.3. make proposals for improving work related to

duties performed;

3.2.4. require the manager to assist in the execution

their official duties and rights;

3.2.5. require management to provide

organizational and technical conditions and registration of established

documents necessary for the performance of official duties;

3.2.6. give explanations on the essence and reasons for the occurrence

conflict situations, take the necessary actions to address them

elimination.

3.3. The employee must know:

3.3.1. basic regulations, rules and regulations,

regulating the relationship between seller and buyer;

3.3.2. forms, procedures and methods of trade and cash reporting;

3.3.3. standards, technical conditions and features of the product sold

products;

3.3.4. selling retail prices, range of goods sold;

3.3.5. conditions of storage and transportation sold by the Company

products;

3.3.6. current forms of accounting and reporting;

3.3.7. ethics of business communication;

3.3.8. psychology and principles of sales;

3.3.9. structure of the retail sales department;

3.3.10. own a computer at the level of a confident user, be able to

use computer programs for accounting of goods;

3.3.11. be able to use a cash register;

3.3.12. documents, orders and regulations governing

intra-company relations;

3.3.13. internal labor regulations.

3.4. The employee is assigned office equipment and equipment in accordance with

Appendix No. 1 to this Agreement. For the safety of the received for

the employee is responsible for performing the duties of machinery and equipment

personal responsibility.

4. Rights and obligations of the Employer

4.1. The employer undertakes:

4.1.1. comply with laws and other regulatory legal acts, local

regulations, terms of the collective agreement, agreements and labor

Agreement;

4.1.2. ensure labor safety and conditions that meet

occupational safety and health requirements;

4.1.3. provide the Employee with equipment, tools,

technical documentation and other means necessary for

performance of his labor duties;

4.1.4. pay the full amount due to the Employee

wages within the terms established by the Labor Code of the Russian Federation, the collective agreement,

internal labor regulations of the organization, hereby

Agreement;

4.1.5. carry out compulsory social insurance of the Employee in

in the manner established by federal laws;

4.1.6. compensate for damage caused to the Employee in connection with the execution

them labor duties, as well as compensate for moral damages in

in the manner and under the conditions established by the Labor Code of the Russian Federation, federal laws

and other regulatory legal acts.

4.2. The employer has the right:

4.2.1. move the Employee to another retail outlet,

if such movement does not entail a change in essential conditions

actual agreement;

4.2.2. conclude an Agreement with the Employee on full material

responsibility, individual or team, according to the organization

work at a retail outlet;

4.2.3. as necessary, determine the circle of service and labor

the Employee’s instructions, specific tasks within the scope of job functions,

defined in clause 3.1. actual agreement;

4.2.4. send the Employee on business trips to perform work,

necessary for the effective operation of a retail outlet, only taking into account

qualifications of the Employee and with his consent;

4.2.5. encourage the Employee for conscientious, effective work;

4.2.6. demand from the Employee the proper performance of his labor

duties and careful attitude towards the property of the Employer, compliance

production discipline and labor regulations;

4.2.7. exercise other rights provided for by the Labor Code of the Russian Federation, federal

laws containing labor law norms, collective agreement.

5. Responsibility of the parties

5.1. The employer is responsible for violating the conditions

of this Agreement, causing damage, harm to health

employee in accordance with the current legislation of the Russian Federation

Federation.

5.2. The employee is responsible for:

5.2.1. failure to perform, improper performance of their functional

responsibilities;

5.2.2. inaccurate information about the state of affairs at the outlet,

fulfillment of planned or assigned tasks, violation of their deadlines

execution;

5.2.3. violation of the norms and rules established by the personnel regulations

Firms, Regulations on Corporate Culture and other internal

documents regulating labor relations between employees and

By company;

5.2.4. violation of the rules and regulations governing

financial and economic activities of the Company, including disclosure

trade secret;

5.2.5. the employee bears financial responsibility for the safety

entrusted to him for the sale and work of property, material assets and

Money.

6. Working time and rest time

6.1. The employee is assigned a ___ hourly working day (according to ______

shift schedule established by ___________________________________).

(monthly, quarterly, yearly)

6.2. A 40-hour week with two days off is established

according to the schedule, rest between shifts cannot be less than 18 hours,

rest break during shift 1 hour.

6.3. The employee is granted annual basic leave

duration of 28 calendar days, at the discretion of the Employer may

additional paid leave of up to 12 working days is provided

year.

6.4. In accordance with labor legislation, as well as

by agreement of the parties, leave may be granted without pay

wages.

6.5. Primary leave is provided according to the vacation schedule,

additional paid and additional without pay

by agreement of the parties if this does not affect normal operation

point of sale.

7. Terms of payment

7.1. The employee is paid a salary of ____________ rubles per

month due to inflation, the salary is indexed no more than once per month

quarter.

7.2. The employee is paid ___% of the net profit of the outlet,

received based on the results of the quarter's activities.

7.3. The employee is paid a monthly bonus in the amount

_____________________________, if the income of the outlet increased by

compared to the previous month.

7.4. Salary is paid to the Employee at least 2 times per

month, while before the 15th day the employee is paid an advance in the amount

established by local regulations of the Company.

7.5. The employee is paid remuneration based on work results

Firms for the year, if the employee worked a full calendar year. Size

remuneration is established by the Employer.

7.6. Subject to integrity and quality performance

labor duties The Employee, by decision of the Employer, may

cash remuneration will be paid for the main vacation.

8. Types and conditions of social insurance

8.1. The employer is obliged to provide social insurance

Employee, provided for by the current legislation of the Russian Federation

Federation.

8.2. Types and conditions of social insurance, directly

related to work activities: _____________________________________

_________________________________________________________________________

8.3. This Agreement establishes the obligation of the Employer

also carry out the following types of additional insurance for the Employee:

_________________________________________________________________________

________________________________________________________________________.

9. Duration of the Agreement

9.1. This Agreement comes into force from the date of its signing

by the Employee and the Employer and is valid until its termination by

on the grounds established by the legislation of the Russian Federation.

9.2. The date of signing of this Agreement is the date specified in

beginning of the Agreement.

10. Final provisions

10.1. Disputes arising between the parties in connection with the execution

of this Agreement are resolved in the manner established by the labor

legislation of the Russian Federation.

10.2. This Agreement is drawn up in 2 copies and includes

myself ___________________________________________.

(specify the number of sheets)

10.3. Each party to this Agreement owns one

a copy of the Agreement.

10.4. The terms of this Agreement may be changed by mutual

agreement of the parties. Any changes to the terms of this Agreement

are drawn up in the form of an additional agreement signed by the parties,

which is an integral part of this Agreement.

11. Signatures of the parties

Employee Employer

________________________________ ________________________________

________________________________ ________________________________

________________________________ ________________________________

Employee Employer

M.P.

I received a copy of the employment contract

"__" ____________________ 200_

_________________ ____________________________

(signature) (Last name and initials of the Employee)

Electronic labor contracts in the Unified Labor Contract Printable version

The labor market of the Republic of Kazakhstan is actively digitalizing. The conclusion of electronic employment contracts is gaining momentum. The Unified System for Recording Employment Contracts (USUTD), which are concluded electronically, is being introduced

Electronic employment contracts are an additional option to the traditional form of an employment contract concluded in writing. Registration of employment contracts is carried out through the website https://www.enbek.kz. To do this, you need to register on the Electronic Labor Exchange portal www.enbek.kz (hereinafter referred to as ELT), information about the enterprise must be confirmed with an electronic signature. The main advantages of ESUTD are:

• simplification of the employment process due to the absence of the need to collect paper documents,
• protection against social risks by displaying the existence of a contract, contributions and deductions to funds, as well as securing the employer’s obligations to the employee.

Agreements can be concluded in two languages: Kazakh and Russian.

In your e-government personal account, you can check information about the current employment contract in the “Labor Activities” section, where the name of the enterprise, the date of conclusion, the contract number and position are displayed.

The procedure for submitting and receiving information to/from the Unified Data Tractor System

The employer is obliged to enter information about the conclusion and termination of an employment contract with an employee, amendments and (or) additions containing information made to it in the Unified Workforce Development System.

The employer enters information into the Unified Labor Agreement by integrating personnel support with the Unified Labor Exchange or through the state information portal “Electronic Labor Exchange” or other information systems for automating the accounting of employment contracts integrated with the Unified Labor Agreement:

• on the conclusion and termination of an employment contract with an employee
• on changes and (or) additions to the employment contract

Mandatory information about employment contracts:

• details of the parties: IIN of the employer - an individual or BIN of the employer - a legal entity, IIN of the employee;
• work in a specific specialty, profession, qualification or position (labor function);
• place of work;
• term of the employment contract;
• work start date;
• date of conclusion and serial number of the contract.

Additional information about employment contracts:

• working hours and rest schedule;
• grounds for termination of an employment contract;
• military duty.

The information is provided by the employer or the head of the personnel service , who is entrusted with this responsibility by an act of the employer.

Deadlines for entering information into the Unified Automated Trading System:

1) on newly concluded employment contracts - no later than 5 working days from the date of signing the employment contract by both parties;

2) about employment contracts that have not expired:

• for enterprises with up to 2,000 people - within 1 year from the date of entry into force of the Rules;
• for enterprises with over 2,000 employees - within 2 years from the date of entry into force of the Rules;

3) on changes and additions to the employment contract - no later than 15 calendar days from the date of signing by both parties;

4) on adjustments in case of reinstatement of the employee at work - within 10 working days from the date of reinstatement;

5) to correct an error when entering information incorrectly - within 30 calendar days from the date of entering the initial data;

6) deletion of information if the details of the employee and (or) employer are entered incorrectly - within 30 calendar days from the date of entering the initial ones;

7) on termination of the employment contract - no later than 3 working days from the date of termination of the employment contract.

Information from the Unified Data Sheet is provided to individuals and legal entities by the authorized state labor agency, taking into account the requirements of the legislation of the Republic of Kazakhstan on personal data and their protection based on a request in electronic or paper form.

Responsibility in case of violation of deadlines or failure to reflect data in the Unified Data System

There is no direct liability in the Code of Administrative Offenses for failure to enter or untimely entry of information into the Unified Labor Inspectorate. Compliance with these requirements will be carried out by state labor inspectors (GIT) within the framework of state control, and if employers are found to have failed to fulfill their obligations to enter information into the Unified Labor Inspectorate, orders will be issued with a deadline for elimination. In case of non-compliance with the order of the State Tax Inspectorate, the materials will be sent to the judicial authorities for administrative liability.