Cashier's employment contract. Employment contract with cashier

21.09.2019

By concluding it, the employer can easily protect himself from many unpleasant surprises from employees and regulatory authorities. But still, the employees themselves are much more interested in formality. The contract can provide a guarantee of compliance with the law. Drawing up such an agreement with the seller has features and nuances that are extremely important to take into account.

List of documents

What list of documents will need to be provided directly depends on the nature of the activity and the future position. The standard ones are:

copy of passport, TIN;
. At the same time, if the job is part-time, then this is not necessary;
military ID (for those liable for military service);
document on education. The employer, at his discretion, may require it - this is not a violation of the law;
SNILS.

If this is a grocery store, then additional documents will be required. A health certificate with a mark indicating that you have undergone a medical examination is mandatory when applying for employment in any grocery store. If this is not required in a non-food business, then even the cashier and security guards are required to provide such a document, even if the cashier does not have direct contact with the products.

The cash desk is a responsible place, so it is also quite acceptable to require a certificate from a narcologist and a psychiatrist. Especially when it comes to large sums or hazardous substances.

Basic conditions

The essential terms of any contract are those points that must be present there without fail. Otherwise, the agreement will simply be declared invalid. That is why it is important to take care of the availability of these items first. In most cases they are decisive. In addition, regulatory authorities pay attention to them when evaluating the text of such documents.

Rights and obligations of the parties

Often such a point is rather introductory, acting as a formality. Here are general phrases that the employee must properly perform all his duties, come to work on time, etc. The employer's responsibilities include:

ensuring proper safe working conditions;
timely payment of wages;
provision necessary equipment so that the employee can fulfill his duties.

In some companies, this clause also includes the direct responsibilities of the employee. In fact, they can be distinguished in a separate job description, but it would not be a mistake to list them here. These usually include:

store customer service;
calculation of product costs;
working with a cash register, as well as other equipment (for example, maintaining a discount program using a computer);
receiving incoming products and displaying them on display;
packaging purchases for customers.

In addition, other responsibilities may be provided: reporting (submitting daily reports in supermarkets and pharmacies), sales analysis, compiling marketing strategy. More often this is typical for individual entrepreneurs, where employees.

Time of work and rest

Often to sellers in large retail networks It is customary to take an individual approach when developing a shift work schedule.

The total duration of the working day in any case cannot exceed 12 hours.

It is important to monitor the number of hours per month. If available, you will need to pay double the rate. All this is indicated in the employment contract, also stipulating the duration and frequency of breaks. The standard vacation for such categories of employees is 28 calendar days.

For an employment contract, a clause indicating wages is mandatory. According to the norms, the employer has no right to pay an employee less than the minimum wage. This must be taken into account when approving a fixed rate.

The form of payment including bonuses has become popular. For the sales industry, this is a more than relevant feature.

Simply put, the employee receives a fixed amount, regardless of the circumstances, as well as bonuses. Each company has its own bonus system. It depends on the number of products sold. Sometimes such a clause may be missing.

It would not be a mistake not to include the bonus program clause in the employment contract at all. The reason is that there are usually many nuances there. In order not to overload the employment agreement and not create the need to constantly renegotiate it if there are changes in bonuses, you can simply add a clause on bonuses, which will depend on the work of the seller.

Responsibility

In fact, the seller is . Accordingly, he will be responsible for any shortages identified during the inventory period. The contract may provide for full or partial compensation. It all depends on the nature of the activity and many additional factors.

At the same time, the store often provides a number of additional nuances of activity. Responsibility may be collective. IN in this case the total shortage will be divided equally among all members of the team.

Otherwise, the employee is responsible for any deficiency that is revealed directly during his work.

Often, the employment contract, as well as additional annexes to this document, may indicate the mechanisms for collecting the shortfall: how much the amount will be deducted from the salary or within what time frame the funds must be reimbursed by the employee.

Probation

Article 70 of the Labor Code of the Russian Federation clearly states that it cannot exceed 3 months. In practice, this rarely happens. Often for the seller it is 2 weeks. When accepted into serious brand stores, it can be increased to 1 month.

It is important at least for the employee to familiarize himself with the assortment and master the job cash register, payment card terminal.

The contract must be signed.

Often this time is paid the same as for another seller, but without taking into account large bonuses. The contract must indicate responsibility in the event of a shortage, since at the end of the internship the employee works on an equal basis with everyone else.

Features of employment with individual entrepreneurs

If a person gets a job with an individual entrepreneur, then in fact the procedure will be standard. But at the same time, it is important to ensure compliance with all norms of current legislation, since problems in the presence of violations will equally arise for both employees and the employer.

At the same time, you should also pay attention to the fact that it is not always necessary to conclude an employment contract with an individual entrepreneur. At such enterprises such formality may be absent. Therefore, all the nuances should be discussed immediately and, if possible, a general agreement should be drawn up.

In case of controversial situations, they will be resolved on the basis of the points provided for by regulations.

The employer is obliged to conclude an employment contract with each employee when hiring. In this case, it is fair to say that the hired employee will essentially perform two job functions:

seller,
cashier.

Therefore, let's figure out whether it is necessary to use two samples of employment contracts to hire a cashier salesperson.

Combining the positions of “seller” and “cashier”

Often in practice, an employee who performs the duties of both a seller and a cashier is called in one word “salesperson-cashier”. His position is also called in the documents prepared by the employer when hiring:

employment order,
employment contract,
work book.

If in staffing table If your company has approved one position called “salesperson-cashier”, then the employer is not violating any laws. In this case, formalize the execution of two labor functions through combination of positions will not be required.

Concluding an employment contract with a cashier salesperson: sample

The procedure for concluding an employment contract with a cashier-seller is general. A unified form of employment contract has not been approved, so each employer develops its own sample document. At the same time there is general requirements to the employment contract, which must be taken into account.

Employment contract consists of a simple written form in two copies. One of the copies remains in the employee’s hands, the second copy is kept in the HR department of the employer. The employment contract must be signed no later than three days from the date of commencement of work in the company. Indeed, in the event of any conflict with the employer, it is this document that is intended to help resolve and exhaust mutual claims.

Before an employee signs an employment contract, it should be carefully read to ensure that the sample contains all the essential conditions and their compliance with the agreements previously reached during the interview.

The main essentials or, as they are also called, mandatory conditions of the employment contract with the cashier-seller are:

place of work. The name and address of the parent company are indicated here, and if the retail outlet or store is a branch, then the location and address of the branch are indicated;
position (profession, specialty) for which the employee is hired, in accordance with the company’s staffing table. Please note that in the staffing table the position title should sound like salesperson-cashier;
start date of work, that is, the day from which the employee directly begins to perform work duties. Here it is important to distinguish this date from the date of conclusion labor agreement, which may not coincide with the start date of work. If the contract is fixed-term, that is, concluded for a certain period, then its validity period must be fixed;
the amount of official salary, other conditions of remuneration;
work schedule including working hours and rest time;
description of the nature of the work (in the office, traveling, etc.);
condition on the probationary period (which cannot exceed general rule three months);
other conditions depending on working conditions.

Seller probationary period

When concluding an employment contract with a salesperson or salesperson-cashier, you should carefully consider some points.

EMPLOYMENT CONTRACT

with the cashier

(indefinite; no trial)

G. ___________________ "___"__________ ____ g.

Referred to as__ hereinafter (name of organization)

"Employer", represented by _____________________________________, acting at (position, full name)

Based on _________, on the one hand, and __________________________________, (full name)

We hereinafter referred to as "Employee", on the other hand, have entered into this agreement as follows:

1. SUBJECT OF THE AGREEMENT

1.1. The Employer instructs, and the Employee assumes, the performance of labor duties as a cashier in ______________________________. (name of structural unit)

1.2. The work under this agreement is the main one for the Employee. 1.3. The Employee’s place of work is ____________________ at the address: __________________________________________________________________________. 1.4. The employee reports directly to ____________________________. 1.5. The Employee’s work under this agreement is carried out under normal conditions. The Employee’s labor duties are not related to heavy work or work in areas with special climatic conditions, work with harmful, dangerous and other special working conditions.

2. DURATION OF THE AGREEMENT

2.1. The employee must begin performing his job duties from "___"______ ____.

2.2. This agreement is concluded for an indefinite period.

3. CONDITIONS OF PAYMENT FOR THE EMPLOYEE

3.1. For the performance of labor duties, the Employee is paid a salary in the amount of ______ (_______________) rubles per month.

3.2. The employer establishes incentive and compensation payments (additional payments, allowances, bonuses, etc.). The amounts and conditions of such payments are determined in the Regulations on bonus payments to employees "_________", which the Employee was familiarized with when signing this agreement.

3.3. If the Employee, along with his main job, performs additional work in another position or performs the duties of a temporarily absent employee without being released from his main job, the Employee is paid an additional payment in the amount of __% of the salary for the combined position.

3.4. Overtime work is paid for the first two hours of work at one and a half times the rate, for subsequent hours - at double the rate. At the request of the Employee overtime Instead of increased pay, it may be compensated by providing additional rest time, but not less than the time worked overtime.

3.5. Work on a day off and a non-working holiday is paid in the amount of a single part of the official salary for a day or hour of work in excess of the official salary, if work on a day off or a non-working holiday was carried out within the limits of the monthly standard working time, and in the amount of a double part of the official salary per day or hour work in excess of the official salary, if the work was performed in excess of the monthly working hours. At the request of an Employee who worked on a day off or a non-working holiday, he may be given another day of rest. In this case, work on a weekend or a non-working holiday is paid in a single amount, and a day of rest is not subject to payment.

3.6. The Employee's wages are paid by issuing cash at the Employer's cash desk (by transferring to the Employee's bank account) every six months on the day established by the Internal Labor Regulations.

3.7. Deductions may be made from the Employee’s salary in cases provided for by law. Russian Federation.

4. WORKING AND REST TIME REGIME

4.1. The employee is given a five-day pay working week with two days off - ___________________________.

4.2. Start time: _________________________________.

Closing time: ___________________________.

4.3. During the working day, the Employee is given a break for rest and food from ___ to ____ hour, which is not included in working hours.

4.4. The employee is granted annual paid leave of ___ (at least 28) calendar days.

The right to use vacation for the first year of work arises for the Employee after six months of his continuous work with this Employer. By agreement of the parties, paid leave may be provided to the Employee before the expiration of six months. Vacation for the second and subsequent years of work can be granted at any time of the working year in accordance with the vacation schedule.

4.5. By family circumstances and others good reasons An employee, on the basis of his written application, may be granted leave without pay for the duration established labor legislation Russian Federation and Internal Labor Regulations "_____________".

5. RIGHTS AND OBLIGATIONS OF AN EMPLOYEE

5.1. The employee is obliged:

5.1.1. Conscientiously perform the following duties:

Carry out operations for receiving, accounting, issuing and storing cash and securities with mandatory compliance with the rules ensuring their safety;

Receive funds and securities from bank institutions using documents drawn up in accordance with the established procedure to pay employees wages, bonuses, travel allowances and other expenses;

Maintain a cash book based on incoming and outgoing documents, verify the actual availability of cash and securities with the book balance;

Compile an inventory of old banknotes, as well as relevant documents for their transfer to bank institutions for the purpose of replacing them with new ones;

Transfer funds to collectors in accordance with the established procedure;

Prepare cash reports.

5.1.2. Comply with the Internal Labor Regulations "___________" and other local regulations of the Employer.

5.1.3. Maintain labor discipline.

5.1.4. Comply with labor protection and occupational safety requirements.

5.1.5. Treat the property of the Employer and other employees with care.

5.1.6. Immediately inform the Employer or immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, the safety of the Employer’s property.

5.1.7. Do not give interviews, conduct meetings or negotiations regarding the activities of the Employer without prior permission from management.

5.1.8. Do not disclose information that constitutes a trade secret of the Employer. Information that is a trade secret of the Employer is defined in the Regulations on Trade Secrets "__________".

5.1.9. By order of the Employer, go on business trips in Russia and abroad.

5.2. The employee has the right to:

5.2.1. Providing him with the work stipulated by this agreement.

5.2.2. Timely and in in full payment of wages in accordance with their qualifications, complexity of work, quantity and quality of work performed.

5.2.3. Rest, including paid annual leave, weekly days off, non-working holidays.

5.2.4. Compulsory social insurance in cases provided for federal laws.

5.2.5. Other rights established by the current legislation of the Russian Federation.

6. RIGHTS AND OBLIGATIONS OF AN EMPLOYER

6.1. The employer is obliged:

6.1.1. Comply with laws and other regulations, local regulations, and the terms of this agreement.

6.1.2. Provide the Employee with work stipulated by this agreement.

6.1.3. Provide the Employee with equipment, documentation and other means necessary to perform his job duties.

6.1.4. Pay the full amount of wages due to the Employee within the time limits established by the Internal Labor Regulations.

6.1.5. Provide for the Employee’s everyday needs related to the performance of his job duties.

6.1.6. Carry out compulsory social insurance for the Employee in the manner established by federal laws.

6.1.7. Perform other duties established by the current legislation of the Russian Federation.

6.2. The employer has the right:

6.2.1. Encourage the Employee for conscientious, effective work.

6.2.2. Require the Employee to perform labor duties defined in this agreement, careful attitude to the property of the Employer and other employees, compliance with the internal labor regulations.

6.2.3. Involve the Employee in disciplinary and financial liability in the manner established by the current legislation of the Russian Federation.

6.2.4. Adopt local regulations.

6.2.5. Exercise other rights provided for by the current legislation of the Russian Federation and local regulations.

7. EMPLOYEE SOCIAL INSURANCE

7.1. The employee is subject to social insurance in the manner and under the conditions established by the current legislation of the Russian Federation.

8. WARRANTY AND COMPENSATION

8.1. During the period of validity of this agreement, the Employee is subject to all guarantees and compensations provided for by the labor legislation of the Russian Federation, local acts of the Employer and this agreement.

9. RESPONSIBILITY OF THE PARTIES

9.1. In case of failure or improper performance by the Employee of his duties specified in this agreement, violation of labor legislation, the Employer's internal labor regulations, other local regulations of the Employer, as well as causing material damage to the Employer, he bears disciplinary, material and other liability in accordance with the labor legislation of the Russian Federation .

9.2. The Employer bears financial and other liability to the Employee in accordance with the current legislation of the Russian Federation.

9.3. In cases provided for by law, the Employer is obliged to compensate the Employee for moral damage caused by unlawful actions and (or) inaction of the Employer.

10. TERMINATION OF THE AGREEMENT

10.1. This employment contract may be terminated on the grounds provided for by the current labor legislation of the Russian Federation.

10.2. The day of termination of the employment contract in all cases is the last day of work of the Employee, with the exception of cases where the Employee did not actually work, but retained his place of work (position).

11. FINAL PROVISIONS

11.1. The terms of this employment contract are confidential and are not subject to disclosure.

11.2. The terms of this employment contract are binding legal force for the parties from the moment it is signed by the parties. All changes and additions to this employment contract are formalized by a bilateral written agreement.

11.3. Disputes between the parties arising during the execution of an employment contract are considered in the manner established by the current legislation of the Russian Federation.

11.4. In all other respects that are not provided for in this employment contract, the parties are guided by the legislation of the Russian Federation governing labor relations.

11.5. The agreement is drawn up in two copies having equal legal force, one of which is kept by the Employer and the other by the Employee.

12. DETAILS OF THE PARTIES

12.1. Employer: ___________________________________________________ Address: _____________________________________________________________________ Taxpayer Identification Number ___________________________, Checkpoint _________________________________ Account ____________________________ in ________________________________________ BIC ___________________________. 12.2. Employee: _______________________________________________________ passport: series __________, number __________, issued by ________________________ ___________________________ "__"__________ ___ city, department code _____, registered at the address: ____________________________________________.

13. SIGNATURES OF THE PARTIES

Employer: Employee:

____________/____________ _____________________

____________________________________ "__" __________ 200_ (name of the place of conclusion of the contract) _________________________________________________, located at: (name legal entity) _______________________________________________________, registered (address) _________________________________________________________________________, (name of the registering authority, date, number of the decision on registration) represented by general director ________________________________, hereinafter referred to as the “Employer”, on the one hand, and ____________________________, (F.I.O.) hereinafter referred to as the “Employee”, on the other hand, entered into an agreement as follows.

1. Subject of the agreement

1.1. An employee is hired as a cashier.

1.2. This agreement is an agreement (underline as appropriate):

at the main place of work;

part-time.

2. Duration of the contract

2.1. This agreement is concluded for an indefinite period.

2.2. The employee undertakes to begin fulfilling the duties provided for in clause 1.1, paragraph 3 of this agreement, ________________ ________________________________________________________________________________. (indicate start date of work) 2.3. This agreement establishes a probationary period of __________________________________________________________________________. (duration probationary period, but no more than 3 months)

3. Rights and obligations of the Employee

3.1. The employee has the right to:

3.1.1. Providing him with work stipulated by the employment contract.

3.1.2. Workplace, corresponding to the conditions provided for by state standards of organization and labor safety and the collective agreement.

3.1.3. Complete reliable information about working conditions and labor protection requirements in the workplace.

3.1.4. Protection of personal data.

3.1.5. Duration of working hours in accordance with current legislation.

3.1.6. Rest time.

3.1.7. Payment and labor regulation.

3.1.8. Receipt of wages and other amounts due to the Employee, in established deadlines(in case of delay in payment of wages for a period of more than 15 days - suspension of work for the entire period until payment of the delayed amount with written notification to the Employer, except for the cases provided for in Article 142 of the Labor Code of the Russian Federation).

3.1.9. Guarantees and compensations.

3.1.10. Vocational training, retraining and advanced training.

3.1.11. Labor protection.

3.1.12. Association, including the right to create trade unions and join them to protect their labor rights, freedoms and legitimate interests.

3.1.13. Participation in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement.

3.1.14. Conducting collective negotiations and concluding collective agreements and agreements through their representatives, as well as information on the implementation of the collective agreement and agreements.

3.1.15. Protection of your labor rights, freedoms and legitimate interests by all means not prohibited by law.

3.1.16. Resolution of individual and collective labor disputes, including the right to strike, in the manner established by the Labor Code of the Russian Federation and other federal laws.

3.1.17. Compensation for harm caused to the Employee in connection with the performance of his job duties, and compensation for moral damage in the manner established by the Labor Code of the Russian Federation and other federal laws.

3.1.18. Compulsory social insurance in cases provided for by federal laws.

3.2. The employee is obliged:

3.2.1. Carry out operations for receiving, accounting, issuing and storing cash and securities with mandatory compliance with the rules ensuring their safety.

3.2.2. Receive, according to documents drawn up in accordance with the established procedure, funds and securities from bank institutions for the payment of wages, bonuses, travel allowances and other expenses to workers and employees.

3.2.3. Maintain a cash book based on receipts and expenditure documents, verify the actual availability of cash and securities with the book balance.

3.2.4. Compile an inventory of old banknotes, as well as relevant documents for their transfer to bank institutions for the purpose of replacing them with new ones.

3.2.5. Transfer funds to collectors in accordance with the established procedure.

3.2.6. Prepare cash reports.

3.3. The employee must know:

3.3.1. Regulatory legal acts, regulations, instructions, other guidance materials and documents on conducting cash transactions.

3.3.2. Forms of cash and bank documents.

3.3.3. Rules for the acceptance, issuance, accounting and storage of funds and securities.

3.3.4. The procedure for processing incoming and outgoing documents.

3.3.5. Limits on cash balances established for an enterprise, rules for ensuring their safety.

3.3.6. Procedure cash book, preparation of cash reports.

3.3.7. Basics of labor organization.

3.3.8. Rules for the operation of computer equipment.

3.3.9. Fundamentals of labor legislation.

3.3.10. Internal labor regulations.

3.3.11. Labor protection rules and regulations.

3.4. The employee must have primary vocational education without requirements for work experience or secondary (complete) general education and special training according to an established program without requirements for work experience.

4. Rights and obligations of the Employer

4.1. The employer has the right:

4.1.1. Conduct collective negotiations and conclude collective agreements.

4.1.2. Encourage the Employee for conscientious, effective work.

4.1.3. Demand that the Employee fulfill his job duties and take care of the property of the Employer and other employees, and comply with the internal labor regulations of the organization.

4.1.4. Bring the Employee to disciplinary and financial liability in the manner established by the Labor Code of the Russian Federation and other federal laws.

4.1.5. Adopt local regulations.

___________________________________________________________________________ ___________________________________________________________________________ (other rights provided for by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts containing labor law standards, collective agreements, agreements)

4.2. The employer is obliged:

4.2.1. Comply with laws and other regulations, local regulations, terms of the collective agreement, agreements and employment contracts.

4.2.2. Ensure labor safety and conditions that meet occupational safety and health requirements.

4.2.3. Provide the Employee with equipment, tools, technical documentation and other means necessary to perform his job duties.

4.2.4. Pay the full amount of wages due to the Employee within the terms established by the Labor Code of the Russian Federation, the collective agreement, the internal labor regulations of the organization, and this agreement.

4.2.5. Carry out compulsory social insurance for the Employee in the manner established by federal laws.

4.2.6. Compensate for harm caused to the Employee in connection with the performance of his job duties, as well as compensate for moral damage in the manner and under the conditions established by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts.

5. Guarantees and compensations

5.1. The Employee is fully covered by the benefits and guarantees established by law and local regulations.

5.2. Damage caused to the Employee by injury or other damage to health associated with the performance of his work duties is subject to compensation in accordance with the labor legislation of the Russian Federation.

6. Work and rest schedule

6.1. The employee is obliged to perform labor duties provided for in clause 1.1, paragraph 3 of this agreement, during the time established in accordance with the internal labor regulations, as well as during other periods of time that, in accordance with laws and other regulatory legal acts, relate to the worker time.

6.2. The employee is assigned a 40-hour work week with a standardized working day.

6.3. The Employer is obliged to provide the Employee with time to rest in accordance with current legislation, namely:

Breaks during the working day (shift);

Daily (between shifts) leave;

Weekends (weekly continuous vacation);

Non-working holidays;

Vacations.

6.4. The Employer is obliged to provide the Employee with annual paid leave of duration:

Basic leave ___________________ calendar days (at least 28 days);

Additional leave ___________________ days.

7. Terms of payment

7.1. The Employer is obliged to pay the Employee in accordance with laws, other regulations, collective agreements, agreements, local regulations and the employment contract.

7.2. This agreement establishes the following salary amount: __________________________________________________________________________.

7.3. Payment of wages is made in the currency of the Russian Federation (rubles).

7.4. The Employer is obliged to pay wages directly to the Employee within the following terms: __________________________________________________________________________. (specify the period, but not less than every six months)

7.5. The Employer is obliged to pay wages to the Employee (underline as appropriate):

At the place where he performs the work;

By transfer to the bank account specified by the Employee.

8. Types and conditions of social insurance

8.1. The Employer is obliged to provide social insurance to the Employee as provided for by current legislation.

8.2. Types and conditions of social insurance directly related to work: __________________________________________________________________________. 8.3. This agreement establishes the obligation of the Employer to also provide the following types of additional insurance for the Employee: __________________________________________________________________________.

9. Responsibility of the parties

9.1. The party to the employment contract who caused damage to the other party shall compensate for this damage in accordance with current legislation.

9.2. This agreement establishes the following liability of the Employer for damage caused to the Employee: __________________________________________________________________________. (specification of responsibility, but not lower than provided for by the Labor Code of the Russian Federation and other laws) 9.3. This agreement establishes the following liability of the Employee for damage caused to the Employer: __________________________________________________________________________. (specification of responsibility, but not higher than provided for by the Labor Code of the Russian Federation and other laws)

10. Duration of the contract

10.1. This agreement comes into force on the date of its official signing by the Employee and the Employer and is valid until its termination on the grounds established by law.

10.2. The date of signing of this agreement is the date indicated at the beginning of this agreement.

11. Dispute resolution procedure

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.

12. Final provisions

12.1. This agreement is drawn up in 2 copies and includes ____________________________ sheets. (specify quantity)

12.2. Each party to this agreement owns one copy of the agreement.

12.3. The terms of this agreement may be changed by mutual agreement of the parties. Any changes to the terms of this agreement are formalized in the form of an additional agreement signed by the parties, which is an integral part of this agreement.

13. Signatures of the parties

Employer: Employee: _________________________________ _________________________________ _________________________________ (Full name) (Full name, position) Address: __________________________ Address: ________________________________ _________________________________ _________________________________ Signature ________________ Signature ________________

Should a cashier be financially responsible for the funds entrusted to him? Why is it necessary to conclude an agreement on full financial liability and how to draw it up correctly? We will consider these and other questions about the safety of funds and compensation for damage by the cash desk employee in the article.

Cash transactions in cash are maintained at the cash desk of the enterprise by a cashier or another employee authorized to carry out such operations by the head of the company. Since working with cash involves a high risk of theft, the company should protect itself.

What the Labor Code says

Monitoring the safety of valuables at the cash register, identifying shortages

When transferring the cash register to a new cashier, it is necessary to carry out an inventory in the presence of the previous cashier and draw up an act in triplicate. The inventory report can be drawn up using the INV-15 form, approved by Resolution No. 88 dated August 18, 1998.

To control the availability of valuables in the cash register, an inventory is carried out regularly. The frequency and procedure for conducting inspections are established by the company management. But there are cases of mandatory inventory:

change of MOL;
verification before drawing up annual financial statements;
detection of theft;
emergency;
reorganization or liquidation of the company.

If a deficiency is identified during an inspection, the employer is obliged to establish the causes of the damage and its amount. The cashier's explanation must be received in writing. If the employee refuses to give it, an appropriate act should be drawn up. Only if all these conditions are met is it possible to recover damages from the employee in full. If an employee does not agree with the employer’s actions regarding compensation for damage, he can appeal them in court.

Features of collective liability

An agreement on full financial liability can be concluded not only with an individual employee, but also with a team. Standard form also approved by Resolution No. 85.

According to the agreement on collective responsibility, material assets are entrusted to an established group of people (team), which jointly performs work related to their storage, sale, and processing, if individual damage caused by an individual employee cannot be identified. A typical example Such a team is the shift workers of the store's sales assistants and cashiers.

When concluding such an agreement, all members of the team are jointly responsible for the safety of property and jointly compensate for damage.