Can an employee sign electronically?

Yes. Electronic signatures are legally valid under the ESIGN Act (15 U.S.C. ch. 96) and UETA in most states if intent, consent, attribution, and record retention are satisfied.

Is a notary required?

Generally no for internal value statements. If your organization attaches the statement to a legal instrument that requires notarization, follow the applicable state notary rules.

How should we authenticate signers?

Use email plus a second factor (SMS or platform authentication) for routine HR forms; stronger identity proofing may be warranted for high-stakes or regulated records.

What happens if the employee disagrees?

Document the disagreement in writing, capture manager comments, and consider an amendment workflow that both parties sign to record the resolution.

Where should signed copies be stored?

Store signed records in a secure HRIS or document repository with restricted access and an auditable history to meet retention and privacy obligations.

Can the form be revised after signing?

Yes. Create an amendment and obtain new signatures; preserve the original and the amendment together to maintain a complete audit trail.

Employee Work Values

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

EMPLOYEE WORK VALUES AGREEMENT

RECITALS

WHEREAS, Employer Name: is engaged in the business of employing personnel and maintaining workplace standards; and

WHEREAS, Employee Name: seeks to affirm and commit to core workplace values as part of the employment relationship; and

WHEREAS, the parties wish to set forth the scope of work, measurement, payment (if applicable), confidentiality obligations, and other terms governing the Employee's adherence to and demonstration of stated work values, effective as of Effective Date: .

SCOPE OF WORK

The Employee shall perform duties and activities consistent with the role of Job Title: and shall demonstrably apply the work values identified in this Agreement. Specific responsibilities and deliverables are described below.

Detailed Scope of Work

EMPLOYEE WORK VALUES

The Employee acknowledges the following core values and agrees to act in accordance with them in the performance of duties. The Employee will prioritize, model, and document behaviors that reflect these values in daily work and evaluations.

Select applicable core values (check all that apply): Integrity — honesty, ethical conduct, and reliability Accountability — ownership of actions and results Collaboration — teamwork and constructive communication Customer Focus — responsive and respectful service Innovation — continuous improvement and creativity Respect — inclusive conduct and professionalism Safety — adherence to safety policies and practices Other:

Primary values to prioritize (rank up to three, in order)

DEMONSTRATIONS AND EXAMPLES

The Employee will document concrete examples of how values are demonstrated in performance reviews, team meetings, and project reports.

Examples of behavior demonstrating values

PERFORMANCE MEASURES

Performance will be measured against objective and/or documented qualitative metrics. Supervisors will include work values in regular reviews and may take corrective action for repeated nonconformance.

Measurement metrics (describe KPI or qualitative indicators) Review frequency

PAYMENT TERMS

If the Employer provides a stipend, bonus, or other payment tied to demonstration of values, such payments shall be governed by the terms below.

Payment amount Payment schedule and conditions Late fee or interest for overdue payments

Any payment due under this Agreement not paid within the time specified shall incur the agreed late fee and interest as stated above. The Employer's obligation to make discretionary payments does not constitute a guarantee of continued payments beyond the Term of this Agreement.

TERM AND TERMINATION

This Agreement shall commence on Start Date: and continue until End Date: , unless earlier terminated as provided herein.

Either party may terminate this Agreement without cause by providing written notice to the other party at least Notice Period (days): days prior to the intended termination date. Employer may terminate immediately for cause, including but not limited to material breach, gross misconduct, or violations of safety or confidentiality obligations.

CONFIDENTIALITY

The Employee acknowledges that in the course of employment they may have access to Confidential Information. The Employee agrees to hold in confidence and not to disclose, use, copy, or disseminate any Confidential Information except as necessary to perform duties under this Agreement or as required by law. Confidential Information does not include information that is or becomes public other than by breach of this Agreement.

Upon termination or request, the Employee shall promptly return or destroy all Confidential Information and certify in writing compliance with this obligation.

GOVERNING LAW

This Agreement shall be governed by and construed in accordance with the laws of the State of , without regard to its conflicts of law principles. The parties consent to the exclusive jurisdiction of the courts located in that State for any disputes arising under this Agreement.

ENTIRE AGREEMENT

This Agreement, together with any exhibits or schedules expressly incorporated herein, constitutes the entire understanding between the parties with respect to the subject matter and supersedes all prior discussions, agreements, or understandings, whether oral or written. No amendment shall be effective unless in writing and signed by both parties.

ACKNOWLEDGMENT

By signing below, the parties certify that they have read, understand, and agree to be bound by the terms of this Employee Work Values Agreement and that the Employee's commitments described herein will be incorporated into applicable performance evaluations and personnel records.

Employer

Printed Name:

By:

Date:

Employee

Printed Name:

By:

Date:

What Employee Work Values are and why they matter

Employee Work Values is a structured statement or form that documents an individual employee's core work-related principles, responsibilities, and expected behaviors within an organization. It typically summarizes values such as reliability, collaboration, integrity, accountability, and quality of work, and may be used during onboarding, performance reviews, coaching conversations, or workforce planning. For HR and people managers, a formal Employee Work Values record helps align expectations, document agreements about conduct and goals, and provide consistent evidence for talent decisions while supporting fair treatment and compliance with internal policies.

Why a formal Employee Work Values record is useful

A written Employee Work Values statement clarifies expectations, reduces misunderstandings, and supports consistent performance management across teams. It creates an auditable record for HR actions while helping employees understand behavioral priorities.

Who typically completes and uses this document

Keep a copy in the employee file and share a signed version with the employee so all parties have the same reference point.

HR managers and talent teams who design competency frameworks and integrate values into evaluation programs.
Direct managers who document expectations, review performance, and use the statement in coaching or disciplinary contexts.
Employees who acknowledge, sign, and reference the values when setting goals or responding to feedback.

Core sections to include in a professional Employee Work Values record

A complete Employee Work Values document is concise but structured, covering identity, core values, measurable behaviors, expectations, acknowledgment, and change procedures to keep the record actionable and defensible.

Employee Identity

Full legal name, job title, department, manager and employee ID to uniquely identify the subject of the record.

Core Values

A short list of 3–6 values (for example: integrity, teamwork, accountability) with plain-language definitions tied to workplace behavior.

Behavioral Examples

Concrete, observable examples of how each value appears in day-to-day work to avoid vague or subjective statements.

Expectations

Specific responsibilities, performance indicators, or minimum standards linked to role duties and evaluation criteria.

Acknowledgment

Signature block and effective date where the employee and manager sign to confirm shared understanding.

Review and Revision

Scheduled review cadence and change process describing when and how values or expectations are updated.

Step-by-step: completing the Employee Work Values form

Follow these basic steps to create, review, and finalize the Employee Work Values record so it is complete and consistent in employee files.

01

Prepare the draft: Manager drafts values and behavioral examples.
02

Review with employee: Discuss items and adjust for role-specific clarity.
03

Sign and date: Employee and manager sign and date the document.
04

File and retain: Store in HRIS or secure personnel file per retention policy.

Configuring an online workflow for Employee Work Values

Set up the digital form so it routes correctly, captures signatures, and preserves an audit trail for compliance and recordkeeping.

Field	Configuration
Employee Identifier	Auto-populate from HRIS to reduce manual entry errors
Signature Field	Require signing and date stamp for both employee and manager
Routing	Route to manager first, then to HR for final review
Audit Trail	Enable IP, timestamp, and action logging for each signer

Where the completed Employee Work Values should go

After completion, route the document to systems and stakeholders that require access while ensuring confidentiality and retention rules are followed.

Employee Copy: Provide signed PDF to the employee for their records
HR File: Save final signed copy in the secure HRIS or personnel folder
Manager File: Manager retains a copy for coaching and future reviews
Audit Archive: Preserve an immutable audit record for compliance and dispute resolution

Digital signing and distribution considerations

Use an eSignature platform that supports authenticated signers, audit trails, and secure storage to ensure the Employee Work Values record is defensible.

Formats: PDF, DOCX supported
Integrations: Connects with HRIS and document storage
Authentication: Email, SMS code, or advanced options

Common timelines and review deadlines

Employee Work Values are typically completed at hire and reviewed periodically; certain legal forms related to employment have strict deadlines that may overlap with the process.

Onboarding Completion:

Complete during initial onboarding within the first week

Manager Review Cycle:

Annual review tied to performance appraisal schedules

I-9 Employer Action:

Complete Section 2 within three business days of hire (8 CFR §274a.2)

Record Retention Start:

Retention period begins on the effective date entered on the document

Policy Update Notice:

Communicate value or form changes at least 30 days before enforcement

Risks and potential penalties from incorrect records

Misidentification: Record mismatch risks HR errors

Missing Signature: Unsigned forms may be inadmissible

Incorrect Dates: Affects retention triggers

HIPAA Exposure: Improper handling can trigger violations

I-9 Noncompliance: Civil penalties per DHS guidance

Tax Reporting: TIN errors may trigger backup withholding

Common mistakes when preparing Employee Work Values

Using vague or subjective language that leaves expectations open to differing interpretations during reviews or disputes.
Failing to unique identify the employee (name, employee ID, title), which can create recordkeeping and payroll mismatches.
Omitting signer dates or relying on initials instead of full signatures, undermining the document’s evidentiary value.
Storing signed forms in unsecured locations or personal email accounts rather than the official HR system, increasing privacy risk.

Key security and compliance considerations

Encryption In Transit: TLS 1.2/1.3

Encryption At Rest: AES-256

HIPAA: BAA required for PHI workflows

SOC 2: SOC 2 Type II available

21 CFR Part 11: Supported for regulated records

ESIGN / UETA: Compliant for legal enforceability

eSignature vendor pricing and feature comparison

Compare starting price and selected capabilities to choose a provider that supports secure signing, bulk distribution, and regulatory controls without an envelope cap constraint.

	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 by plan	Varies by plan	Varies by plan	Varies by plan
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	Varies	Varies

Frequently asked questions about Employee Work Values

Answers to common questions about completion, signing, storage, and legal validity to reduce friction when adopting the document.

Need help? Contact support

Can an employee sign electronically?
Yes. Electronic signatures are legally valid under the ESIGN Act (15 U.S.C. ch. 96) and UETA in most states if intent, consent, attribution, and record retention are satisfied.
Is a notary required?
Generally no for internal value statements. If your organization attaches the statement to a legal instrument that requires notarization, follow the applicable state notary rules.
How should we authenticate signers?
Use email plus a second factor (SMS or platform authentication) for routine HR forms; stronger identity proofing may be warranted for high-stakes or regulated records.
What happens if the employee disagrees?
Document the disagreement in writing, capture manager comments, and consider an amendment workflow that both parties sign to record the resolution.
Where should signed copies be stored?
Store signed records in a secure HRIS or document repository with restricted access and an auditable history to meet retention and privacy obligations.
Can the form be revised after signing?
Yes. Create an amendment and obtain new signatures; preserve the original and the amendment together to maintain a complete audit trail.

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