Establishing secure connection…Loading editor…Preparing document…

Employee Graduate Ways of Working

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

EMPLOYEE GRADUATE WAYS OF WORKING

Personal Information

Position Information

Reporting manager:

Start date:   Employment type: Full-time Part-time Graduate placement/Intern

Working Time and Location

Standard working hours: . Core availability (hours when employee must be reachable):

Ways of working in relation to location (select all that apply):   On-site Remote Hybrid

Expected weekly hours:

Attendance, Leave, and Availability

The employee is required to follow the company's absence reporting procedure and to notify their manager as soon as practicable. Time off for annual leave, sickness, and other leave types will be managed in accordance with company policy and statutory entitlements.

Training and Development

Graduates will be enrolled in the graduate development programme and are expected to participate in scheduled training, mentoring and review meetings. Time spent on mandatory training is paid and counts as working time.

Equipment, Expenses and Data

Where equipment (laptop, phone, accessories) is provided, it remains company property and must be used in accordance with the equipment policy. Business expenses will be reimbursed when pre-approved and supported by receipts in accordance with expense procedures.

Confidentiality, Intellectual Property and Data Protection

The employee must maintain confidentiality of company information and client data. All inventions, developments and work product created in the course of employment are the exclusive property of the employer to the extent permitted by law. Personal data will be processed in accordance with company policy and applicable data protection law.

Health & Safety and Workplace Conduct

The employee must comply with health and safety requirements and maintain a professional standard of conduct. Unauthorised use of company systems, harassment, discrimination or unsafe behaviour may lead to disciplinary action up to and including termination.

Probation, Performance Review and Termination

During the probation period the employer will assess performance and conduct. Either party may terminate employment in accordance with the terms set out in the contract of employment and local law; the probation period allows for a steeper performance improvement plan and shorter notice where applicable.

Employment History (most recent first)

Education

References (professional)

Legal Disclosures and Authorizations

At-Will Employment: Where permitted by applicable law, nothing in these Ways of Working alters the at-will nature of employment; either the employer or the employee may terminate the employment relationship in accordance with the terms of the contract and applicable law.

Equal Opportunity: The employer is an equal opportunity organisation and will not tolerate unlawful discrimination or harassment. All employment decisions are made without regard to protected characteristics.

Authorization to contact previous employers and conduct background checks: I consent to the employer contacting my listed references and previous employers for employment verification. I consent to background checks as permitted by law.

Applicant / Employee Certification

I certify that all information provided in this document is true and complete to the best of my knowledge. I understand that providing false information or omitting material facts may result in withdrawal of an offer or disciplinary action, up to and including termination of employment.

By signing below I acknowledge receipt of and agreement to the employer's Ways of Working for graduate employees and agree to comply with the policies, procedures and lawful instructions of the employer.

Employee Name:

Signature:

Date:

Enter text✕
Prepare your document for signing right on this page
  • 01 Edit the text and complete the fields
  • 02 Click Sign Now and on the next screen add recipients and signature fields in SignNow
  • 03 Start your free trial to sign and send your doc
Sign Now

What the Employee Graduate Ways of Working document is

The Employee Graduate Ways of Working is an internal policy and acknowledgment form that defines work expectations, communication standards, reporting lines, hours and hybrid arrangements, learning and development commitments, and probation review milestones for newly hired graduates. It documents mutual responsibilities between the graduate employee, hiring manager, and HR, and creates a record of onboarding tasks, required trainings, and performance checkpoints used for future reviews and compliance. The document is intended for routine HR administration and does not substitute employment contracts or collective bargaining agreements.

Why assembling a clear Ways of Working matters

A clear Employee Graduate Ways of Working reduces misunderstandings, standardizes onboarding, supports performance measurement, and provides an auditable record for HR and managers. It helps new hires understand expectations and speeds integration into teams while creating documented evidence of policy acknowledgement.

Why assembling a clear Ways of Working matters

Who typically completes and relies on this document

This document is completed and maintained by HR with input from the hiring manager and acknowledged by the graduate employee to confirm understanding.

  • Graduate Employee — Confirms role, hours, training, and communications preferences; provides signature and start date.
  • Hiring Manager — Verifies role details, reporting lines, probation milestones, and performance metrics before issuance.
  • HR Administrator — Assembles, issues, stores the document, and tracks acknowledgments and training completion.

Keep a signed copy in the employee file and route notifications to payroll, IT, and the hiring manager to complete onboarding steps.

Typical signers and their responsibilities

New Graduate Employee

A recently hired individual who reviews role responsibilities, agrees to the stated working arrangements and training requirements, and signs to acknowledge receipt and understanding. Their signature creates an auditable record used for probation reviews and administrative processes.

HR Manager

An HR representative who finalizes policy content, confirms required trainings and documentation, issues the form to the employee, and retains the completed record in the personnel file for compliance and future reference.

Core sections every professional Ways of Working should include

A complete Employee Graduate Ways of Working organizes expectations into standard sections so managers and HR can apply consistent onboarding and review processes across hires.

Scope

Defines role summary, job grade, reporting manager, and any probationary terms so obligations and coverage are clear and unambiguous for HR and the employee.

Work Hours

Sets core hours, flexible time rules, remote/hybrid expectations, and procedures for requesting schedule changes or time off to avoid future disputes.

Communication

Specifies primary tools, expected response times, meeting cadence, and escalation paths to align day-to-day collaboration between the graduate and team members.

Performance Metrics

Lists measurable objectives, probation review criteria, deliverable deadlines, and how progress will be tracked and evaluated during the first review period.

Training & Development

Describes mandatory onboarding courses, compliance training, mentoring arrangements, and timelines for completing required certifications or learning modules.

Review Cadence

Establishes initial check-ins (for example 30/60/90 days), formal probation review timing, and the process for documenting outcomes and next steps.

Information fields you should collect and protect

Personal Data: Full name, date of birth, address
Employment ID: Internal employee identifier
Contact Details: Email and phone number
Health Information: Only if necessary; follow HIPAA
Tax Status: W-4 and withholding indicators
Acknowledgment: Signature and date of acceptance

Step-by-step: issuing and completing the Ways of Working

Follow these steps to prepare, issue, sign, and store the completed document so the employee and HR maintain synchronized records.

  • 01
    Draft Policy: Assemble role details, hours, and training requirements.
  • 02
    Manager Review: Manager confirms accuracy and endorses the document.
  • 03
    Send to Employee: Issue via secure eSignature or internal HR portal.
  • 04
    Store Record: Save signed copy in personnel file and HRIS.

Configuring an online workflow for this document

Set up a clear digital routing, authentication, and retention policy to ensure timely completion and secure storage when completing this form electronically.

Field Configuration
Authentication Email link or SMS code for signer verification
Routing Order HR -> Hiring Manager -> Employee
Notifications Automated reminders at 3 and 7 days
Retention Set to HR retention policy duration

Where the completed form goes and how it is processed

After completion, the workflow should notify relevant stakeholders, update HR systems, and store an immutable copy for compliance and audits.

  • Issue: HR sends the document to the employee for acknowledgment
  • Sign: Employee signs electronically or returns signed copy
  • Confirm: Hiring manager verifies completion and training schedules
  • Archive: Save final PDF and audit log in HRIS

Technical options for distribution and signing

Choose platforms and formats that meet your security, integration, and accessibility requirements when issuing this document electronically.

  • Integrations: Connect to Salesforce, NetSuite, Google Workspace
  • Formats: Support for PDF, DOCX, and HTML templates
  • Authentication: Email, SMS, or advanced signer verification

Typical deadlines and timeframes to track

Set clear internal deadlines for each stage so the employee, manager, and HR complete tasks in sequence and the organization meets payroll and compliance cutoffs.

Policy Effective Date:

Enter the first day of work as effective date

Onboarding Completion:

Complete required training within 30 days

Probation Review:

Conduct formal review at 90 days

Annual Review:

Include Ways of Working review in yearly appraisal

Policy Updates:

Review policy language at least annually

Key milestones from issue to archived record

Track each milestone so approvals, acknowledgments, and archival events occur in a clear sequence and audit log entries are preserved.

01

Draft Completion

Finalize content and manager-approved details before sending

02

Distribution

Issue to employee with authentication and reminders

03

Acknowledgment

Employee signs and dates the document electronically

04

Archival

Store signed copy and audit trail in HR records

Common mistakes to avoid when preparing this form

  • Failing to use the employee's legal name causes mismatches with payroll and background checks and delays onboarding.
  • Leaving start or effective dates ambiguous leads to disputes over benefits eligibility, probation timelines, and payroll triggers.
  • Not specifying reporting lines or manager responsibilities creates handoff gaps for training, performance feedback, and task assignments.
  • Using inconsistent job titles or compensation descriptions can create classification errors and difficulties during internal audits.

Potential legal and administrative risks of errors

Payroll Errors: Incorrect withholding or classification
Wage Claims: Disputes over hours or pay
Discrimination Risk: Unequal policies invite legal claims
Data Breach: Exposure of personal information
Invalid Signatures: Questioned enforceability of acknowledgment
Recordkeeping Failures: Regulatory or audit penalties

File types, saved contents, and supporting attachments

Decide what the final signed record contains and which documents should be attached when archiving to ensure a single source of truth for audits and HR processes.

Export Formats

Save the signed record as a PDF/A for long-term storage; include a human-readable PDF and the platform's native signed file to preserve the audit trail and metadata.

Signed Record

Include the completed form, signature timestamps, signer email addresses, IP addresses, and the certificate of completion showing the signing events and authentication method used.

Supporting Documents

Attach copies of the offer letter, W-4/benefits enrollment confirmations, and required training completion certificates to the signed Ways of Working record.

Version Control

Maintain version history and a changelog that records who edited the document, what changed, and the approval history to avoid confusion between iterations.

Typical eSignature vendor pricing and feature comparison

Compare entry pricing and common feature availability to assess which solution fits your volume, compliance, and integration needs; signNow is listed first for parity in comparison.

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 Varies Varies Varies Varies
Bulk Send Yes Yes Yes Yes No
Audit Trail Yes Yes Yes Yes Yes
HIPAA Compliant Yes Yes Yes No No

Frequently asked questions and quick answers

Common questions about legal validity, signing method, storage, and who should sign are answered below in concise form to help administrators and employees resolve issues quickly.


Need help? Contact support

be ready to get more
Join over 28 million airSlate SignNow users
Sign Now
Company
Forms
Pricing
Resources
Knowledge base
Other Products
© 2026 airSlate Inc. All rights reserved.