Are electronic signatures valid?

Yes. Electronic signatures meet legal standards under the ESIGN Act (15 U.S.C. §7001) and UETA in most states when intent, consent, attribution, and record retention are satisfied.

Do I need a notary for an employment contract?

Not typically. Most employment agreements do not require notarization; use a notary only when a specific state regulation or third-party requirement asks for an acknowledged signature.

Can terms be amended after signing?

Yes with written mutual agreement. Amendments should be executed with the same signature standards as the original contract and retained with the original file.

What if the employee's name differs on documents?

Resolve name discrepancies before payroll and tax reporting; mismatched names can delay background checks and may require corrected tax forms.

How long should records be kept?

Retain signed contracts for the term plus recommended post-termination periods; follow IRS rules (3 years) and HIPAA where applicable (6 years).

Which platform authentication is sufficient?

Email link or SMS verification is usually sufficient for employment contracts; higher-risk roles may require stronger authentication or identity proofing.

Electronic Signature
Templates
HR
Employee PM Contract

Employee PM Contract

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

EMPLOYEE PROJECT MANAGER EMPLOYMENT AGREEMENT

This Employment Agreement (the Agreement) is made and entered into as of Effective Date: by and between Employer Name: and Employee Name: .

1. Parties and Addresses

Employer Address Employee Address

2. Position, Duties and Reporting

Job Title: Department:

Reporting Manager

Start Date: Employment Classification: Full-Time Part-Time Exempt Non-Exempt

Primary Duties and Responsibilities

3. Compensation, Bonuses and Benefits

Base Salary (annual): $ Pay Frequency:

Bonus Eligibility: Eligible If eligible, target bonus (percent of salary):

Benefits, Leave and Other Compensation

4. Term, Probation and At-Will Statement

Term of Employment: This Agreement commences on the Start Date and continues until terminated pursuant to Section 9. Probationary period (if any): .

At-Will Employment: Notwithstanding any other provision of this Agreement, employment with Employer is at-will and may be terminated by either party at any time, with or without cause, unless a separate signed written agreement states otherwise.

5. Work Location and Hours

Primary Work Location:

Work Arrangement: Remote On-site Hybrid Typical Work Hours:

6. Confidentiality; Intellectual Property; Non-Solicitation

Employee shall not disclose Confidential Information of Employer during or after employment. Employee assigns to Employer all rights, title and interest in all work product and inventions conceived or developed in the scope of employment. Employee agrees not to solicit Employer's employees or clients for a period of following termination.

7. Termination; Severance

Either party may terminate employment consistent with the At-Will statement. Employer may terminate for Cause as defined herein; Employee may be entitled to severance only if specifically set forth below. Severance (if any):

8. Dispute Resolution; Governing Law

Any dispute arising under this Agreement shall be governed by the laws of the State of and resolved by binding arbitration in accordance with the employer's arbitration procedures unless otherwise required by law.

9. Representations, Background Checks and Authorization

Employee represents that the information provided in this Agreement and related employment documents is true, complete and accurate. Employee authorizes Employer to obtain criminal, credit, education and employment history checks as permitted by law.

Employee expressly authorizes Employer to contact prior employers and references and to conduct background checks as described above.

10. Employment History

Most Recent Employer

Dates Employed: From To

Responsibilities Reason for Leaving Previous Employer

Dates Employed: From To

Responsibilities Reason for Leaving

11. Education

Highest Degree

Graduation Date:

12. References

Reference 1 Reference 2 Reference 3

13. Legal Disclosures and Applicant Certification

Equal Opportunity: Employer is an equal opportunity employer. Employment decisions are made without regard to protected characteristics under applicable law.

Applicant Certification: I certify that all information provided in this Agreement and in any documents submitted in connection with my employment is true, complete and accurate to the best of my knowledge. I understand that false statements or omission of material facts may result in termination of employment.

I certify the above statement and consent to the terms contained in this Agreement.

14. Miscellaneous Provisions

Entire Agreement: This Agreement, together with any written exhibits or schedules, constitutes the entire agreement between the parties and supersedes all prior agreements. Amendments to this Agreement must be made in writing and signed by both parties.

Employer:

By:

Date:

Employee:

By:

Date:

What the Employee PM Contract Is and When It Applies

An Employee PM Contract is an employment agreement that defines the rights, responsibilities, and compensation terms for a Project Manager (PM) employed by a company. It typically covers role and scope of work, reporting lines, deliverables and milestones, base salary and variable compensation, confidentiality and IP ownership, termination and notice provisions, and applicable state law for disputes. For organizations hiring a PM, this document creates binding obligations between employer and employee and establishes the operational expectations needed to manage projects and performance.

Why a Clear Employee PM Contract Matters

A well-drafted contract reduces ambiguity about duties, protects confidential information and intellectual property, aligns compensation with measurable outcomes, and lowers legal and financial risk by documenting termination, dispute resolution, and compliance obligations.

Who Typically Prepares and Signs This Agreement

Employers, HR teams, hiring managers, and legal counsel commonly prepare or authorize the Employee PM Contract before extending an offer.

Hiring managers and PM leads who define role scope and performance metrics for the new hire.
HR professionals who standardize benefits, payroll terms, and onboarding timelines.
In-house or external counsel who review enforceability, noncompete language, and IP assignment clauses.

Employees (incoming PMs) review, negotiate where applicable, and sign to accept the offer and the documented employment terms.

Primary Signers and Stakeholders

Employer Representative

Typically an HR manager, director, or authorized executive signs on behalf of the company and accepts operational obligations, benefits package details, and termination procedures on the employer's behalf.

Project Manager (Employee)

The incoming PM signs to acknowledge role, responsibilities, compensation, confidentiality, IP assignment, and conditions for termination or resignation; their signature creates mutual contractual obligations.

Essential Sections in an Employee PM Contract

A complete contract organizes terms so both parties understand duties, pay, and protections; the following components appear in most professional PM agreements.

Position and Duties

Clear description of the PM's responsibilities, reporting relationships, expected deliverables, and performance measures to avoid role creep and misaligned expectations.

Compensation

Base salary, bonus or incentive structure, commission or profit-sharing mechanics, payment schedule, and any deferred or equity-based compensation terms.

Term and Termination

Employment start date, probationary or review periods, notice requirements, at-will language if applicable, and severance or cause definitions.

Confidentiality and IP

Nondisclosure obligations, assignment of inventions or work product, and permitted use of company materials to protect trade secrets and copyrights.

Compliance and Policies

Reference to company handbooks, code of conduct, data-handling rules, and any regulatory requirements the PM must follow.

Dispute Resolution

Governing law, venue, arbitration or court options, and any restrictive covenants such as noncompete or non-solicitation clauses.

Stepwise Process to Complete an Employee PM Contract

Follow these steps in order to prepare, review, and finalize the Employee PM Contract with proper approvals and records.

01

Draft Agreement: Populate role, pay, start date, and standard clauses.
02

Internal Review: Send draft to HR and legal for compliance checks.
03

Offer Delivery: Provide the contract to candidate for review and signature.
04

Record and Onboard: Store executed copy, complete I-9, and begin onboarding steps.

How to Configure an Online Signing Workflow

Set up a repeatable eSignature workflow to streamline offers, approvals, and record retention for Employee PM Contracts.

Field	Configuration
Signer Order	Employer approval then candidate signature
Authentication	Email link or SMS code for signer verification
Required Fields	Signature, printed name, date, and effective date
Retention Settings	Automatic PDF and audit trail storage

Where to Send and How the Document Is Routed

Understand common routing destinations and how signed copies should be distributed for payroll and personnel files.

Candidate Email: Primary delivery channel for signing link
HR Records: Final signed copy stored in employee file
Payroll Team: Send compensation terms to payroll system
Legal Archive: Retain original agreement and audit trail

Digital Signing and Technical Considerations

Use an eSignature platform that supports audit trails, secure storage, and appropriate signer authentication for employment agreements.

File Formats: PDF, DOCX are commonly supported
Integrations: Connectors like Microsoft 365, Google Workspace, and HR systems simplify routing
Security: TLS in transit and AES-256 at rest are recommended

Ensure the chosen platform can produce a certificate of completion, retain records securely, and meet any industry-specific compliance needs.

Security, Privacy, and Compliance Points to Include

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

Audit Trail: Timestamped actions, IP, and signer attribution

HIPAA: BAA required if PHI appears in the contract

ESIGN / UETA: Electronic signature legal framework in the U.S.

Access Controls: Role-based permissions for HR and legal

Records Export: PDF + certificate export for audits

Legal and Financial Risks of Errors in the Contract

I-9 Violations: Civil fines for incomplete I-9s (8 CFR §274a.2)

Misclassification: Payroll tax and benefit liabilities for misclassified workers

Wage Claims: State wage-and-hour penalties and back pay

Unenforceable Clauses: Overbroad noncompetes can be struck down

Data Breach: Privacy breach penalties under state law

Recordkeeping: Failure to retain records risks regulatory audit

Common Preparation Mistakes to Avoid

Using vague job descriptions that lead to disputes over duties and performance.
Failing to align contract start date with payroll and benefits enrollment windows.
Leaving compensation formulas ambiguous, causing bonus and tax reporting disagreements.
Not keeping a signed, timestamped copy in personnel records for audit and dispute resolution.

eSignature Pricing Comparison for Employment Contract Workflows

Cost and feature comparisons help organizations pick an eSignature provider for employment contracts; signNow is listed first in the vendor column below.

	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	No	No	Yes, limited	Yes, limited
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No

Common Deadlines and Time-Sensitive Steps

Employment agreements trigger administrative deadlines that affect I-9 verification, benefits enrollment, and payroll setup.

Offer Acceptance Window:

Specify number of days the offer remains open

Start Date:

Employee's agreed first day of work

I-9 Completion:

Employer must complete Section 2 by third business day (8 CFR §274a.2)

Benefits Enrollment:

Typically within 30 days of start; plan-specific rules apply

Probationary Review:

Set expected review at 30, 60, or 90 days as applicable

Frequently Asked Questions About Employee PM Contracts and eSigning

Answers address common concerns about validity, signatures, revisions, and records when using electronic workflows for employment agreements.

Need help? Contact support

Are electronic signatures valid?
Yes. Electronic signatures meet legal standards under the ESIGN Act (15 U.S.C. §7001) and UETA in most states when intent, consent, attribution, and record retention are satisfied.
Do I need a notary for an employment contract?
Not typically. Most employment agreements do not require notarization; use a notary only when a specific state regulation or third-party requirement asks for an acknowledged signature.
Can terms be amended after signing?
Yes with written mutual agreement. Amendments should be executed with the same signature standards as the original contract and retained with the original file.
What if the employee's name differs on documents?
Resolve name discrepancies before payroll and tax reporting; mismatched names can delay background checks and may require corrected tax forms.
How long should records be kept?
Retain signed contracts for the term plus recommended post-termination periods; follow IRS rules (3 years) and HIPAA where applicable (6 years).
Which platform authentication is sufficient?
Email link or SMS verification is usually sufficient for employment contracts; higher-risk roles may require stronger authentication or identity proofing.

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