Position
Describe job title, reporting manager, duties, full-time or part-time status, regular work location, remote-work permissions, and any probationary terms that affect termination or benefits eligibility.
Using a clear Employee EP Agreement reduces disputes by documenting core terms, protects employer IP and confidential information, and clarifies compensation and termination mechanics. Properly executed electronically, it preserves enforceability under ESIGN (15 U.S.C. §7001) and applicable state UETA rules.
Common users include HR, hiring managers, and legal teams managing daily onboarding and employment terms.
Choose signatories and execution methods that align with your organization’s risk profile and applicable state law.
Describe job title, reporting manager, duties, full-time or part-time status, regular work location, remote-work permissions, and any probationary terms that affect termination or benefits eligibility.
State base salary or hourly rate, pay schedule, bonus eligibility, equity grants if any, overtime rules, and deductions such as taxes and benefit contributions.
List health insurance, retirement plans, paid time off, leave policies, reimbursement rules, and any eligibility waiting periods or employer-provided perks such as commuter benefits or tuition assistance.
Define confidential information, duration of obligations, permitted disclosures, return of materials, and any specific non-disclosure exceptions or carve-outs, including injunctive relief and damages for breach.
Assign inventions and work product created in the scope of employment, specify invention disclosure procedures, and address pre-existing inventions and moral rights waivers with reasonable compensation language if required by state law.
State notice requirements, cause definitions, severance terms if any, effect on equity or benefits, and post-termination obligations such as noncompete or non-solicit clauses.
| Field | Configuration |
|---|---|
| Authentication Method | Email link with optional SMS or SSO for higher assurance |
| Required Fields | Signature, date, name, and employee ID or SSN token |
| Notifications | Automated reminders, escalation rules, and completion alerts |
| Retention Settings | Automatic archive to HRIS and long-term secure storage |
Employee agreements can be signed on desktop or mobile; choose a platform that supports secure authentication and an auditable completion record.
Use MM/DD/YYYY format; effective date governs obligations and benefits start dates.
Coordinate compensation changes with the payroll cutoff to prevent retroactive pay errors.
Retain I-9 for 3 years after hire or 1 year after termination, whichever is later (8 CFR §274a.2).
Provide Form W-2 to employees by Jan 31 for the prior tax year.
Retain signed agreements per tax, benefits, and litigation needs; minimum three years commonly applies.
Tech Data implemented electronic signing for internal and external contracts to speed processes.
Xerox integrated signing with HR systems to streamline agreements at scale.