Job Description for a Sales Floor Cashier Assisting at Self-Checkout Stations

Employer name: ____________________

APPROVED
Manager’s position ____________________
Signature ____________ First name and surname ____________________
Date ____________________

JOB DESCRIPTION No. ____________
Place of preparation ____________________

1. General provisions

1.1. This instruction defines the tasks, duties, rights, responsibilities, and working relationships of an employee in the occupation “Sales Floor Cashier,” code ДК 003:2010 — 4211. The scope of work is assisting customers at self-checkout stations. Structural unit: ____________________.

1.2. The employee belongs to the category of “technical employees” and reports directly to the store manager or the person responsible for cashier operations. The workplace and work schedule are determined by the employment contract and internal work rules.

1.3. The employee is hired and dismissed by the employer’s order on the grounds and in accordance with the procedure provided for by labor legislation. Before starting work, the employee is informed of the job function, working conditions, and this instruction.

1.4. Qualification requirements: general secondary education and vocational training with the appropriate qualification level for a sales floor cashier. The employee may work independently after training on the specific equipment, transaction procedures, error correction, and assigned authority.

1.5. In the course of work, the employee is guided by the legislation of Ukraine, applicable trade and occupational safety rules, the employment contract, internal work rules, the employer’s lawful orders, this instruction, and approved documents of the employee’s unit.

1.6. The employee must know: the operating principles of the self-checkout stations in use; the rules for identifying goods, registering payment, and issuing a settlement document; the limits of permitted official actions; procedures for responding to errors; and the security and protection of payment and personal data.

1.7. During the employee’s absence, the duties are performed by a person designated by the employer’s order, subject to compliance with qualification and work-admission requirements, the employee’s consent, and replacement pay in cases established by law. Transfer of duties does not automatically grant access to the accounting system.

2. Tasks and duties

2.1. Before starting work, checks that the assigned checkouts, scanners, payment devices, and settlement-document issuing devices are ready; reports malfunctions and marks unavailable equipment in the prescribed manner.

2.2. Helps the customer start and complete a transaction, explains how to scan items, select quantities, and choose a payment method without pressuring the customer to make additional purchases.

2.3. Checks system messages about an unrecognized item, quantity, weight, or price; compares the item with the available data and refers unconfirmed discrepancies to the responsible employee.

2.4. Performs permitted confirmations, corrections, and item cancellations only using the employee’s own official access, on an appropriate basis and with the recording required by the system in use.

2.5. Does not substitute an item with an arbitrary entry or interfere with the price beyond the employee’s authority; if there is a price discrepancy, arranges for it to be clarified before the transaction is completed.

2.6. Helps verify the payment result and does not repeat a charge until the previous transaction has been clarified; does not ask the customer to disclose a payment secret or provide full card details.

2.7. Ensures that the appropriate settlement document is available after a successful transaction; if it is incorrectly generated or issued, informs the responsible manager and follows the lawful procedure for the applicable settlement transaction register (RRO) or software settlement transaction register (PRRO).

2.8. Processes refunds and corrections to completed transactions only on appropriate grounds, under the applicable procedure, and within the authority granted; refers other cases to the responsible cashier or manager.

2.9. Keeps purchase information confidential and assists customers without discrimination; refers disputed cases to the manager without forcibly inspecting personal belongings.

2.10. In the event of a malfunction, stops using the relevant checkout, ensures that customers are properly notified, and gives the technical employee accurate information about the error.

2.11. At the end of the shift, reports to the manager on incomplete payments, refunds, errors, and equipment status; performs assigned closing and cash-handling operations according to the established procedure.

2.12. Completes the training and occupational safety briefings required for the work, as well as mandatory medical examinations in cases established by law. Uses serviceable equipment and issued protective equipment for their intended purposes.

2.13. Immediately informs the direct manager of any threat to life or health, accident, fire, injury, or malfunction. In a hazardous situation, stops the dangerous work, follows the response and evacuation plan, and does not put themselves or others at risk.

3. Rights

3.1. Receive from the manager and responsible employees the documents, accurate information, and explanations necessary to perform the job function, within the established access limits.

3.2. Require the provision of serviceable equipment, proper working conditions, necessary materials, and personal protective equipment where required for the work.

3.3. Report violations and make suggestions concerning work organization, property preservation, safety, and improved service; have such suggestions considered by the manager.

3.4. Refuse assigned work if a work situation arises that is dangerous to the life or health of the employee, people around them, or the work environment or natural environment, immediately notifying the direct manager or employer.

3.5. Exercise the right to pay, rest, vocational training, and protection of labor rights in accordance with the law. Provide explanations regarding the circumstances of violations before a decision on disciplinary action is made.

4. Responsibility

4.1. For culpable failure to perform or improper performance of work duties, breach of labor discipline, and violation of occupational safety requirements, the employee is liable in accordance with the procedure and within the limits established by law. Disciplinary sanctions are applied in compliance with the prescribed procedure.

4.2. Material liability arises only where the grounds and conditions prescribed by law exist, for direct actual damage caused by culpable unlawful acts or omissions. Its type and limits are determined by law; the mere fact of a shortage is not grounds for automatically imposing full material liability.

4.3. This instruction does not establish monetary fines, additional disciplinary sanctions, unconditional reimbursement of shortages, or the employer’s right to withhold money from wages outside the lawful grounds and procedure.

4.4. For violations of rules on the preservation of documents, accounting data, property, and confidential information, the employee is liable where at fault and within the limits established by law.

5. Working relationships

5.1. Receives from the person responsible for cashier operations the access limits and procedure for official actions, and reports financial discrepancies and disputed situations to that person.

5.2. Checks items and prices with the salesperson and goods specialist; reports errors to IT or equipment service personnel; and coordinates confirmation of transactions and refunds with the cashier’s office and accounting department.

5.3. Hands over unfinished matters and work results to the employee designated by the manager. Records the transfer of documents, goods, cash, or other valuables in the prescribed manner and reports unresolved discrepancies.

6. Final provisions

6.1. This instruction takes effect after approval by the employer. Before starting the relevant work, the employee acknowledges it by signature or by another method permitted by law that makes it possible to confirm acknowledgement.

6.2. Amendments to the instruction are approved by the employer’s order in compliance with labor legislation and applicable rules specific to martial law. Amending the instruction does not replace the proper formalization of a change to the job function, a transfer, or a change to essential working conditions.

6.3. A copy of the instruction is kept by the person responsible for personnel records. The employee is given the opportunity to review the current instruction and obtain a copy.

Prepared by: position ____________ signature ____________ first name and surname ____________________ date ____________

Agreed by: position ____________ signature ____________ first name and surname ____________________ date ____________

Acknowledged by the employee: first name and surname ____________________ signature ____________ date ____________

Legal framework

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