Employment contract with the seller-cashier: sample. An approximate form of an employment contract with a cashier

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

• seller,
• cashier.

Therefore, let's see if it is necessary to use two sample employment contracts for this in order to hire a sales assistant-cashier.

Combination of positions "salesman" and "cashier"

Often, in practice, an employee who performs the duties of both a seller and a cashier is called in one word “salesman-cashier”. His position is also called in the documents drawn up by the employer when applying for a job:

• job order,
• employment contract,
• work book.

If the staffing of your company approved one position called "salesman-cashier", then the employer does not violate any laws. In this case, it is not required to formalize the performance of two labor functions through the combination of positions.

Conclusion of an employment contract with a seller-cashier: a sample

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

Labor contract is in simple written form in two copies. One of the copies remains in the hands of the employee, the second copy is kept in the personnel department of the employer. The employment contract must be signed no later than three days from the start of work in the company. Indeed, in the event of any conflict with the employer, it is this document that is designed to help resolve and exhaust mutual claims.

Before the employee signs an employment contract, it should be carefully read for the presence in the sample of all essential conditions and their compliance with the agreements previously reached during the interview.

The main essential or, as they are also called, mandatory conditions of an employment contract with a sales assistant-cashier are:

• place of work. This specifies the name and address of the parent company, and if a store or the store is a branch, then the place and address of the branch are indicated;
• the 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 title of the position should sound like a sales assistant-cashier;
• date of commencement of work, that is, the day from which the employee immediately begins to perform work duties. Here it is important to distinguish this date from the date of conclusion labor agreement, which may not match the start date. If the contract is fixed-term, that is, it is concluded for certain period, then its validity period is necessarily fixed;
• the size of the official salary, other conditions of remuneration;
• work schedule including work time and rest time
• description of the nature of the work (in the office, traveling, etc.);
• condition of a probationary period (which may not exceed general rule three months);
• other conditions depending on working conditions.

Seller probation period

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

The company has hired a cashier. Does his employment contract need to reflect provisions on full liability? And can an employee refuse to conclude an agreement on full liability? Let's talk about this in more detail.

The contract is obligatory

In paragraph 32 of the Order of Conduct cash transactions it was noted that after the appointment of a cashier, the head of the organization is obliged to familiarize him with this Procedure against receipt. After that, an agreement on full liability is concluded with the employee.

On the basis of clause 33 of the Procedure, the cashier is fully liable for the safety of all the valuables he has accepted and for the damage caused to the enterprise both as a result of deliberate actions and as a result of a negligent or dishonest attitude to his duties.

In addition, the position of the cashier is indicated in the list of positions and works replaced or performed by employees with whom the company can enter into agreements on full individual liability. The list was approved by the Decree of the Ministry of Labor of Russia dated December 31, 2002 No. 85.

Thus, the position of the cashier involves the conclusion with him said agreement without fail. Fulfillment of duties for the maintenance of material assets is the main labor function of the cashier-operator. And this is stipulated when hiring him.

And therefore, since, in accordance with the current legislation, an agreement on full liability can be concluded with an employee (and the employee knew about it), the refusal to conclude such an agreement should be considered as a failure to fulfill labor duties with all the ensuing consequences. This is stated in paragraph 36 of the Resolution of the Plenum of the RF Armed Forces dated March 17, 2004 No. 2.

What should be included in an employment contract

Mandatory conditions that must be contained in an employment contract are established by Article 57 of the Labor Code of the Russian Federation. There is a paragraph - "other conditions in cases provided for labor law and other normative legal acts containing labor law norms”.

The liability of an employee is one of the norms of labor law, which is regulated by Chapter 39 of the Labor Code of the Russian Federation. Therefore, in the contract concluded with the cashier, provisions on his full liability should be fixed.

However, it is not necessary to establish all the provisions on liability directly in the contract with the cashier-operator. So, it is possible to fix the obligations of the parties to conclude an agreement on full liability, which in turn will be an integral part of the employment contract. A standard form of an agreement on full individual liability is given in Appendix No. 2 to Resolution No. 85.

In conclusion, we note: if the previous employment contract does not contain any mandatory (according to the new rules) conditions, then there are no reasons for its termination or invalidation. It can simply be added to.

Moreover, the missing conditions are determined by the appendix to the employment contract or by a separate agreement of the parties, concluded in writing. They will also be recognized as an integral part of the employment contract. The basis is Article 57 of the Labor Code of the Russian Federation.

Who can work as a cashier

Article 244 of the Labor Code of the Russian Federation provides for restrictions on concluding an agreement with an employee on full liability. So, for example, he must be at least 18 years old, he directly serves or uses monetary, commodity values ​​or other property. Thus, since the conclusion of an agreement on full liability with the cashier is mandatory, we conclude: it is impossible to hire persons under the age of 18 for the position of cashier-operator.

Employment contract with a cashier

________________ "__" ________ 20___

(name of company)

represented by _____________________________ ____________________________________________,

(position title) (full name)

acting on the basis _______________________________________________________,

(Charter, power of attorney No., date)

hereinafter referred to as the Employer, and ___________________________________________,

hereinafter referred to as the Employee, have concluded this employment contract on the following:

1. The Subject of the Agreement.
1.1. The employee is hired at ____________________________________________ for the position of cashier.
(the place of work is indicated, in the case when the Employee is hired to work in a branch, representative office or other separate subdivision, then the branch, representative office or separate structural subdivision is indicated)
1.2. This agreement is an agreement (underline as appropriate):
at the main place of work;
at the same time.
1.3. The employee starts work on "__" ______________ 200_.
1.4. This agreement is concluded (underline as appropriate):
For undefined period;
for a period of _________________ to ________________________ due to __________________________________.

2. Terms of remuneration.
2.1. This agreement establishes next size salary:
-size tariff rate(official salary) ___________________________________
- surcharges, allowances and other incentive payments _________________________________
2.2. The Employer undertakes to pay wages to the Employee on the following dates: "___" and "___" of each month.
2.3. The Employer undertakes to pay wages to the Employee (underline as appropriate):
in the place where he/she works __________________________________________________
by transfer to the bank account specified by the Employee.
2.4. Production, maintenance of credit cards and transfer of money to the settlement account of the Employee is carried out entirely at the expense of the Employer.

3. Mode of work and rest.
3.1. The employee is set the working hours: _______________________________________________________________________________
(indicate the duration of the working week, no more than 40 hours)
3.2. The employee is set (cross out the unnecessary):
five-day work week with two days off;
six day work week with one day off.
Start time: __________________________________________________________
Closing time: _____________________________________________________________
3.3 The Employer is obliged to provide the Employee with time for rest in accordance with applicable law, namely:
- breaks during the working day (shift);
- daily (inter-shift) rest;
- days off (weekly uninterrupted rest);
- non-working holidays;
- holidays.
3.4. The Employer is obliged to provide the Employee with annual paid leave of the following duration:
- main vacation _____________________ calendar days (at least 28 days);
- additional leave __________________________________ days.
3.5. Paid leave is provided to the Employee annually in accordance with the vacation schedule approved by the employer, taking into account the opinion of the primary trade union organization no later than two weeks before the start of the calendar year. The employee must be notified against signature of the start time of the vacation no later than two weeks before the start of the vacation.
3.6. For family reasons and other valid reasons, the Employee, upon his written application, may be granted leave without pay, the duration of which is established by agreement of the parties.

4. Types and conditions of social insurance.
4.1. The Employer is obliged to carry out social insurance of the Employee, provided for by the current legislation.
4.2. Types and conditions of social insurance directly related to labor activity:___________________________________________________________________
4.3. This agreement establishes the obligation of the Employer to also carry out the following types of additional insurance for the Employee: _______________________________________________

5. Rights and obligations of the Employee.
5.1. The employee has the right to:
5.1.1. Providing him with a job stipulated by an employment contract.
5.1.2. Workplace corresponding to the state regulatory requirements labor protection and conditions stipulated by the collective agreement.
5.1.3. Full reliable information about working conditions and labor protection requirements at the workplace.
5.1.4. Protection of personal data.
5.1.5. Hours of work in accordance with applicable law.
5.1.6. Time relax.
5.1.7. Pay and labor regulation.
5.1.8. Receipt of wages and other amounts due to the Employee, in deadlines(in case of delay in the payment of wages for a period of more than 15 days - to suspend work for the entire period until the payment of the delayed amount with a notice to the Employer in writing, except for the cases provided for by Article 142 of the Labor Code of the Russian Federation).
5.1.9. Guarantees and compensations.
5.1.10. professional training, retraining and advanced training.
5.1.11. Labor protection.
5.1.12. Association, including the right to form and join trade unions to protect their labor rights, freedoms and legitimate interests.
5.1.13. Participation in the management of the organization in accordance with the Labor Code of the Russian Federation, other federal laws and collective agreement forms.
5.1.14. Conducting collective negotiations and conclusion of collective agreements and agreements through their representatives, as well as information on the implementation of the collective agreement, agreements.
5.1.15. Protection of their labor rights, freedoms and legitimate interests by all means not prohibited by law.
5.1.16. Resolution of individual and collective labor disputes, including the right to strike, in the manner prescribed by the Labor Code of the Russian Federation, other federal laws.
5.1.17. Compensation for harm caused to the Employee in connection with the performance by the Employee of labor duties, and compensation for moral damage in the manner established by the Labor Code of the Russian Federation, other federal laws.
5.1.18. Compulsory social insurance in cases stipulated by federal laws.
5.2. The employee is obliged:
5.2.1. Carry out operations for the receipt, accounting, issuance and storage of funds and valuable papers from obligatory observance rules for their safety.
5.2.2. Receive, according to the documents drawn up in accordance with the established procedure, funds and securities in bank institutions for the payment of wages, bonuses, travel and other expenses to workers and employees.
5.2.3. Maintain on the basis of incoming and outgoing documents cash book, check the actual availability of cash and securities with the book balance.
5.2.4. Make inventories of old banknotes, as well as relevant documents for their transfer to bank institutions in order to replace them with new ones.
5.2.5. Transfer funds to collectors in accordance with the established procedure.
5.2.6. Compile cash reports.
5.3. The employee must know:
5.3.1. Regulatory legal acts, regulations, instructions, other guidance materials and documents on conducting cash transactions.
5.3.2. Forms of cash and bank documents.
5.3.3. Rules for the receipt, issuance, accounting and storage of funds and securities.
5.3.4. The procedure for processing incoming and outgoing documents.
5.3.5. Limits of cash balances established for the enterprise, rules for ensuring their safety.
5.3.6. The procedure for maintaining a cash book, compiling cash statements.
5.3.7. Fundamentals of labor organization.
5.3.8. Rules for the operation of computer technology.
5.3.9. Fundamentals of labor legislation.
5.3.10. Rules of the internal work schedule.
5.3.11. Rules and norms of labor protection.
5.4. The employee must have an initial professional education without presenting requirements for work experience or secondary (full) general education and special training according to the established program without presenting requirements for work experience.

6. Rights and obligations of the Employer.
6.1. The employer has the right:
6.1.1. Conduct collective bargaining and conclude collective agreements.
6.1.2. Encourage the Employee for conscientious efficient work.
6.1.3. Require the Employee to fulfill his labor duties and respect the property of the Employer (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property) and other employees, compliance with the internal labor regulations.
6.1.4. Bring the Employee to disciplinary and financial liability in the manner prescribed by the Labor Code of the Russian Federation, other federal laws.
6.1.5. Adopt local regulations.
6.2. The employer is obliged:
6.2.1. Comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of the collective agreement, agreements and labor contracts.
6.2.2. Provide the Employee with work stipulated by the employment contract.
6.2.3. Ensure safety and working conditions that comply with state regulatory requirements for labor protection.
6.2.4. Provide the Employee with equipment, tools, technical documentation and other means necessary for the performance of their labor duties.
6.2.5. Pay in full size due to the Employee wages within the terms established by this agreement, the Labor Code of the Russian Federation, the collective agreement, the internal labor regulations.
6.2.6. Conduct collective negotiations, as well as conclude a collective agreement in the manner prescribed by the Labor Code of the Russian Federation.
6.2.7. To acquaint the Employee against signature with the adopted local regulations directly related to his work activity.
6.2.8. Provide for the daily needs of the Employee related to the performance of their labor duties.
6.2.9. Carry out compulsory social insurance of the Employee in the manner prescribed by federal laws.
6.2.10. Compensate for harm caused to the Employee in connection with the performance of his labor duties, as well as compensate for moral damage in the manner and on the conditions established by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts Russian Federation.
6.2.11. Fulfill other obligations stipulated by this agreement, labor legislation and other regulatory legal acts containing labor law norms, a collective agreement, agreements, local regulations.

7. Guarantees and compensations.
7.1. The Employee is fully covered by the benefits and guarantees established by law, local regulations.
7.2. Damage caused to the Employee by injury or other damage to health associated with the performance of his/her labor duties is subject to compensation in accordance with the labor legislation of the Russian Federation.

8. Responsibility of the parties.
8.1. The party to the employment contract that caused damage to the other party compensates for this damage in accordance with applicable law.
8.2. This agreement establishes the following liability of the Employer for damage caused to the Employee:
________________________________________________________________________________
8.3. This agreement establishes the following liability of the Employee for damage caused to the Employer:
________________________________________________________________________________

9. Duration of the contract.
9.1. This agreement comes into force from the date of its official signing by the Employee and the Employer and is valid until its termination on the grounds established by law.
9.2. The date of signing this agreement is the date indicated at the beginning of this agreement.

10. The procedure for resolving disputes.
Disputes arising between the parties in connection with the execution of this contract shall be resolved in the manner prescribed by the labor legislation of the Russian Federation.

11. Final provisions.
11.1. By agreement of the parties, a probationary period is established with a duration of ________________________________________________________________________________
11.2. The terms of this employment contract can be changed by agreement of the parties by concluding an Agreement on changing the terms of the employment contract determined by the parties in writing.
11.3. In the event that, for reasons related to changes in organizational or technological working conditions (changes in engineering and production technology, structural reorganization of production, other reasons), the terms of the employment contract determined by the parties cannot be saved, they can be changed at the initiative of the employer, with the exception of changes in the employee's labor function, subject to the requirements of Article 74 of the Labor Code of the Russian Federation.
11.4. This agreement may be terminated on the grounds and in the manner provided for by Labor Code RF.
11.5. This contract is made in 2 copies and includes _________ sheets.
11.6. Each of the parties to this agreement owns one copy of the agreement.
11.7. The employment contract enters into force on "___" ________ 200_.
11.8. The receipt by the employee of a copy of the employment contract must be confirmed by the signature of the employee on the copy of the employment contract kept by the employer.

EMPLOYER
WORKER

received an employment contract

(employee's signature)

LABOR CONTRACT

with the cashier

(perpetual; no trial)

G. ___________________ "___" __________ ____

Hereinafter referred to as (name of organization)

"Employer", represented by ____________________________________, acting __ for (position, full name)

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

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

1. THE SUBJECT OF THE AGREEMENT

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

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

2. TERM OF THE CONTRACT

2.1. The employee must begin to perform his labor duties from "___" ______ ____.

2.2. This agreement is concluded for an indefinite period.

3. CONDITIONS OF PAYMENT OF THE EMPLOYEE

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

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

3.3. If the Employee performs, along with his main job additional work in another position or performing 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 is paid for the first two hours of work at one and a half times, for the following hours - at double the rate. At the request of the Employee, overtime work, instead of increased pay, may be compensated by providing additional rest time, but not less than the time worked overtime.

3.5. Work on a weekend and non-working holiday is paid in the amount of a single part of the official salary per day or hour of work in excess of the official salary, if work on a weekend or non-working holiday was carried out within the monthly norm of working hours, 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 norm of working time. At the request of the Employee, who worked on a weekend or non-working holiday, he may be granted another day of rest. In this case, work on a weekend or non-working holiday is paid in single size, and the day of rest is not payable.

3.6. Wages are paid to the Employee by issuing cash at the Employer's cash desk (by transferring to the Employee's bank account) every half a month on the day established by the Internal Labor Regulations.

3.7. Deductions may be made from the Employee's salary in cases stipulated by the legislation of the Russian Federation.

4. MODE OF WORKING TIME AND REST TIME

4.1. The employee is set a five-day work week with two days off - ____________________________.

4.2. Start time: ________________________.

Finishing time: ________________________.

4.3. During the working day, the Employee is given a break for rest and meals from ___ hours to ____ hours, 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 the leave 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 granted to the Employee even before the expiration of six months. Leave for the second and subsequent years of work may be granted at any time of the working year in accordance with the vacation schedule.

4.5. For family reasons and other valid reasons, the Employee, on the basis of his written application, may be granted leave without pay for the duration established by the labor legislation of the Russian Federation and the Internal Labor Regulations "_____________".

5. RIGHTS AND OBLIGATIONS OF THE EMPLOYEE

5.1. The employee is obliged:

5.1.1. Conscientiously perform the following duties:

Carry out operations for the receipt, accounting, issuance and storage of funds and securities with the obligatory observance of the rules ensuring their safety;

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

Keep a cash book on the basis of income and expenditure documents, check the actual availability of cash and securities with the book balance;

Make inventories of old banknotes, as well as relevant documents for their transfer to bank institutions in order to replace them with new ones;

Transfer funds to collectors in accordance with the established procedure;

Compile cash reports.

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

5.1.3. Observe labor discipline.

5.1.4. Comply with labor protection and labor safety requirements.

5.1.5. Take care of the property of the Employer and other employees.

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 property of the Employer.

5.1.7. Do not give interviews, do not hold meetings and negotiations regarding the activities of the Employer, without prior permission from the management.

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

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 contract.

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

5.2.3. Rest, including on paid annual vacation, weekly holidays, non-working holidays.

5.2.4. Compulsory social insurance in cases stipulated by federal laws.

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

6. RIGHTS AND OBLIGATIONS OF THE EMPLOYER

6.1. The employer is obliged:

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

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

6.1.3. Provide the Employee with equipment, documentation and other means necessary for the performance of his labor duties.

6.1.4. Pay in full the wages due to the Employee on time, established by the Rules internal labor regulations.

6.1.5. Provide for the daily needs of the Employee related to the performance of their labor duties.

6.1.6. Carry out compulsory social insurance of the Employee in the manner prescribed 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 efficient work.

6.2.2. Require the Employee to fulfill the labor duties specified in this agreement, respect the property of the Employer and other employees, and comply with the Internal Labor Regulations.

6.2.3. Bring the Employee to disciplinary and financial liability in accordance with the procedure 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, local regulations.

7. EMPLOYEE SOCIAL INSURANCE

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

8. WARRANTY AND REFUND

8.1. For 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. RESPONSIBILITIES OF THE PARTIES

9.1. In case of non-fulfillment or improper fulfillment by the Employee of his duties specified in this agreement, violation of labor legislation, the Rules of the internal labor regulations of the Employer, other local regulations of the Employer, as well as causing material damage to the Employer, he shall bear disciplinary, material and other liability in accordance with the labor legislation of the Russian Federation .

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

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

10. TERMINATION

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 the Employee's work, except for cases when the Employee did not actually work, but the place of work (position) was retained for him.

11. FINAL PROVISIONS

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

11.2. The terms of this employment contract are legally binding on 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 from the performance of an employment contract are considered in the manner prescribed by the current legislation of the Russian Federation.

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

11.5. The Agreement is made in two copies, having the same 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: ____________________________________________________________________ TIN ___________________________, KPP ______________________________________ R / s ____________________________ in ____________________________________________ BIK ___________________________. 12.2. Employee: ___________________________________________________________ Passport: series __________, number __________, issued by ____________________ ___________________________ "__" ___, subdivision code _____, registered at: ____________________________________________.

13. SIGNATURES OF THE PARTIES

Employer: Employee:

____________/____________ _____________________

Naturally, cashiers are named in such a list. After all, who but they directly work with in cash. Consequently, a special responsibility is assigned to them in connection with this - a complete individual one.

This means that in the event of damage to the employer, the cashier must compensate the direct actual damage in full (Articles 242, 243 of the Labor Code of the Russian Federation). But this is provided that an agreement has been concluded with the employee on the full individual liability of the cashier. And, of course, if there were no circumstances that exclude the employee's liability. We talked about them in an independent. For example, the employer did not properly equip the cash desk, and therefore did not provide the necessary conditions for storage of valuables entrusted to the employee (Article 239 of the Labor Code of the Russian Federation). And it was precisely for this reason that damage arose (clause 5 of the Decree of the Plenum of the Supreme Court of November 16, 2006 No. 52). In this case, the cashier may be released from compensation for damage.

Cashier liability agreement: sample

To develop an agreement on the liability of a cashier, an employer can use a standard form on full individual liability (Appendix No. 2 to the Decree of the Ministry of Labor of December 31, 2002 No. 85).