Can the plan be signed electronically?

Yes. Electronic signatures are legally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA in most states. Ensure intent, consent, attribution, and retention are documented to meet the four-part e-sign validity test.

Are witnesses or notarization required?

Typically no for ordinary employment plans. Certain jurisdictions or special instruments (e.g., POA or contract requiring notarization) may require notarization or witnesses; verify state law if the plan includes such special terms.

How do I correct an error after signing?

Create a signed amendment or corrected plan and have both parties sign it. For minor clerical errors, a signed corrective addendum is the safest approach to avoid disputes.

Who must sign the plan?

The employee and an authorized employer representative (HR or hiring manager). For unionized roles or executive hires, additional signatories may be required per collective bargaining agreements or corporate policy.

How long must signed plans be kept?

Retain according to the longest applicable rule: IRS minimums (3 years), HIPAA (6 years) for health records, and any state-specific requirements. Err on the side of longer retention for employment litigation risk.

What authentication level is recommended?

Email link or SMS code suffices for most hires. Use stronger authentication or notarization for high-risk roles, access to PHI, or where state law requires added assurance.

Electronic Signature
Templates
HR
Employee Employment Plan

Employee Employment Plan

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

EMPLOYEE EMPLOYMENT PLAN

Personal Information

Full Legal Name Home Address

Phone

Email

Position Information

Position Title: Department:

Reporting Manager

Proposed Start Date

Employment Type

Full‑time Part‑time Exempt Non‑exempt

Base Salary / Rate

Employment Objectives & Responsibilities

Primary objective summary:

Key Responsibilities (list major duties)

Performance Goals & Metrics

Goal 1:

Metric / Target:

Goal 2:

Metric / Target:

Additional Goals or KPIs

Milestones, Timeline & Review

Probationary / initial review period:

Milestone Schedule Scheduled Performance Reviews

Training & Development

Required Training, Certifications, or Courses Development Plan (skills, mentoring, timelines)

Compensation & Benefits Considerations

Proposed salary adjustments or incentives:

Benefits to be enrolled / considered

Resources & Support

Equipment, Access, Budget, or Other Resources Required

Employment History

Employer 1 — Most Recent

Company Name

Primary Responsibilities Reason for Leaving

Employer 2 — Prior

Company Name

Primary Responsibilities Reason for Leaving

Education

Highest Degree / Certificate Institution Graduation / Completion Date

References

Reference 1

Reference 2

Reference 3

Legal Disclosures & Authorizations

At‑Will Employment: The parties acknowledge and agree that, unless otherwise provided in a separate written employment agreement signed by an authorized representative of the Employer, employment is at‑will. This Employment Plan establishes expectations and goals and does not create a fixed-term employment contract or alter the at‑will relationship.

Equal Opportunity: The Employer is an equal opportunity employer and makes all employment decisions without unlawful consideration of race, color, religion, sex, national origin, age, disability, genetic information, or any other protected characteristic under applicable law.

Confidentiality and Proprietary Information: Employee acknowledges that certain information encountered in the performance of duties may be confidential or proprietary. Employee will not disclose such information except as authorized in writing and will abide by the Employer's confidentiality policies.

Authorization to Contact and Background Check

I authorize the Employer and its agents to contact my former employers, educational institutions, references, and any other entities identified in this form for purposes of verifying information, evaluating my qualifications, and conducting employment‑related background checks. I understand that a conditional offer may be contingent on the results of such checks.

Consent

I consent to the Authorizations and Background Check described above.

Applicant Certification

I certify that all information provided in this Employee Employment Plan is true, complete, and correct to the best of my knowledge. I understand that false statements or omissions may be grounds for termination of employment or withdrawal of any offer. I further acknowledge that this document sets forth objectives and expectations and may be revised by the Employer in writing as business needs evolve.

Additional Notes (internal use)

Employer:

By:

Date:

Employee:

By:

Date:

What an Employee Employment Plan Is and when it’s used

An Employee Employment Plan is an internal HR document that records the terms of employment for a specific position or hire. It typically sets out the job title, duties, compensation, schedule, reporting relationships, probationary periods, performance metrics, training requirements, and grounds for termination. The plan can accompany an offer letter, inform payroll and benefits setup, and serve as an operational reference for managers. When signed by the employee and authorized employer representative, it documents mutual expectations and can support compliance, onboarding, payroll, and personnel recordkeeping.

Why an Employee Employment Plan matters for operations and compliance

A clear written plan reduces onboarding confusion, aligns expectations, and documents compensation and duties for payroll and audits, while supporting consistent performance management.

Who prepares and who receives the Employee Employment Plan

The document is retained in personnel files and shared with relevant internal teams, such as payroll, benefits, and direct supervisors.

Hiring managers: create role duties and reporting structure for operational clarity.
HR specialists: verify compensation, benefits eligibility, and onboarding checklists.
New hires and payroll: review, sign, and confirm start date and bank or tax data.

Core sections to include in a professional Employee Employment Plan

A complete plan groups role definition, compensation, schedule, performance expectations, compliance items, and signatory blocks so the document is actionable for operations and audits.

Role Summary

Concise job title and primary responsibilities. Include reporting relationships and location to avoid later disputes about duties or telework expectations.

Compensation

Salary, hourly rate, pay frequency, overtime eligibility, bonus potential, and any commission formulas. Be explicit about probationary pay or deferred amounts.

Schedule

Regular work hours, shift expectations, on-call or overtime requirements, and approved flexible or remote arrangements with start/end times where applicable.

Performance Metrics

Key performance indicators, review cadence (e.g., 30/90/180 days), and consequences for failing to meet documented milestones.

Compliance Items

I-9 completion timing, background checks, licensure requirements, confidentiality obligations, and any industry-specific regulatory language.

Signatures

Signed and dated blocks for employee and authorized employer representative. Record method of signing (wet ink or e-signature) and witness or notarization if required.

Security, privacy, and compliance checkpoints

Encryption: TLS 1.2/1.3 in transit; AES-256 at rest

HIPAA: BAA required for PHI handling

Audit Trail: Timestamps, IP, and action logs

Access Controls: Role-based permissions

Retention: Policy-driven archival

Authentication: Email, SMS, or advanced auth

Step-by-step: fill and finalize an Employee Employment Plan

Follow these steps in order to prepare, review, and sign the plan so onboarding and payroll proceed without interruption.

01

Draft Plan: Complete role, pay, schedule, and compliance fields.
02

Internal Review: HR and hiring manager verify accuracy and approvals.
03

Send to Employee: Deliver via secure email or e-signature link for review.
04

Sign & Archive: Obtain signatures, save PDF/A, and store in personnel file.

Configuring an online workflow for the Employee Employment Plan

Set up fields, signer roles, and authentication to automate routing and preserve a compliance-ready audit trail.

Field	Configuration
Authentication	Email link or SMS code; KBA optional for higher assurance
Signing Order	Sequential: HR then employee; or parallel if both must sign quickly
Conditional Fields	Show probation clauses only when probation box checked
Notifications	Auto-reminders at 3 and 7 days after send

Where to file, send, and who needs copies

Route completed plans to payroll, the employee, and the hiring manager; keep a signed copy in HR personnel records.

Payroll: Receive signed plan before first payroll processing
Employee: Provide a fully executed PDF copy
Hiring Manager: Store for performance and scheduling reference
HR Archive: Retain in personnel file per retention policy

Digital signing and file-format requirements

Ensure the provider supports secure storage, export to PDF/A, and required compliance frameworks for your industry.

File Types: PDF, DOCX supported
Integrations: Salesforce, NetSuite, Google Workspace
Authentication: Email, SMS, or advanced auth

Common timing and deadline items to include in the plan

Document timing for key onboarding milestones so payroll, benefits, and compliance tasks are completed on schedule.

Start / Effective Date:

Specifies when employment and payroll obligations begin

Probation Period:

Commonly 90 days; states performance review dates

Performance Reviews:

30, 90, and annual review milestones documented

I-9 and Tax Forms:

I-9 timing and tax form submissions recorded for compliance

Notice Requirements:

Advance notice obligations for termination or schedule changes

Key penalties and risks from inaccurate or missing information

Payroll Errors: Incorrect pay data causes wage violations and backpay

I-9 Violations: $281–$2,789 per violation

Tax Reporting: Missing TIN triggers backup withholding, 24% rate

HIPAA Breach: Significant fines if PHI mishandled

Contract Disputes: Vague terms increase litigation risk

Retention Failures: Failure to retain records risks audits

Common eSignature pricing and capability comparison for executing Employee Employment Plans

Signatures for employment plans can be completed with many providers; below is a concise pricing and capability snapshot with signNow listed first.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	7-day free trial	Yes, trial available	Yes, trial available	Yes, trial available	Yes, trial available
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No
Envelope Cap	No cap	100 envelopes/user/year	Varies by plan	Varies by plan	Varies by plan

Frequently asked questions about Employee Employment Plans and e-signing

Practical answers to common questions about signing, witnessing, corrections, retention, and legal enforceability for employment plans.

Need help? Contact support

Can the plan be signed electronically?
Yes. Electronic signatures are legally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA in most states. Ensure intent, consent, attribution, and retention are documented to meet the four-part e-sign validity test.
Are witnesses or notarization required?
Typically no for ordinary employment plans. Certain jurisdictions or special instruments (e.g., POA or contract requiring notarization) may require notarization or witnesses; verify state law if the plan includes such special terms.
How do I correct an error after signing?
Create a signed amendment or corrected plan and have both parties sign it. For minor clerical errors, a signed corrective addendum is the safest approach to avoid disputes.
Who must sign the plan?
The employee and an authorized employer representative (HR or hiring manager). For unionized roles or executive hires, additional signatories may be required per collective bargaining agreements or corporate policy.
How long must signed plans be kept?
Retain according to the longest applicable rule: IRS minimums (3 years), HIPAA (6 years) for health records, and any state-specific requirements. Err on the side of longer retention for employment litigation risk.
What authentication level is recommended?
Email link or SMS code suffices for most hires. Use stronger authentication or notarization for high-risk roles, access to PHI, or where state law requires added assurance.

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