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.