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Employment Agreement

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Contract Compliance Form

Reporting Compliance with D.C. Law 14-24, Mayor’s Order 83-265, and D.C. Law 5-93

First Source Employment Agreement

Instructions:

To be completed by the employer and submitted on the 10th of each month until completion of the project.

Forward to:

Department of Employment Services (DOES)

609 H Street, N.E., Room 431

Washington, D.C. 20002

Telephone: (202) 698-5772    Fax: (202) 698-5717

Website: www.does.dc.gov

*For Office Use Only:

Profile No:

Reporting Period: , 20

Name of Firm:

Address:

Contact Person:    E-mail:

Title:    Telephone Number:

Employer Federal Identification Number:

Contract/Loan Number:

Project Location:

Project Start Date:    Project End Date:

Contracting/Lending Agency:

I. Vacancies, Referrals and Hires

Please provide monthly and cumulative statistics for the number of jobs created, referrals made, and hires.

This Month Cumulative
Number of Vacancies Currently Available
Number of Vacancies Listed with DOES
Total Number of Hires
Number of District Residents Hired
Number of DOES Referrals Hired
Number of Current Employees Transferred to Work on Project
Referrals Made by Other Sources
DOES Referrals Made

II. New Hires This Month

List the name, social security number, job title, hire date and place of residence for all new hires.

Referral sources are (1) DOES and (2) Other Referral Sources (specify).

NAME SSN ADDRESS WARD
(DC Only)		 JOB TITLE HIRE DATE REFERRAL SOURCE

III. Current Workforce This Month

List the name, social security number, address, job title and hire date of all current employees transferred to work on the project this month.

NAME SSN ADDRESS JOB TITLE HIRE DATE

IV. Laid-Off Employees This Month

List the name, social security number, address, job title and hire date for all laid-off employees recalled to work on the project this month.

NAME SSN ADDRESS JOB TITLE HIRE DATE

V. Terminations This Month

List the names, of all employees employed on the project that were terminated and/or resigned during this reporting period.

NAME SSN JOB TITLE TERMINATION DATE PLACE OF RESIDENCE

VI. Indicate whether your firm is:

1. A Certified Local Small Disadvantaged Business: YES   NO

If yes, certification number:

2. A non-certified Local Small Disadvantaged Business: YES   NO

VII. Do you have a registered Apprenticeship program with the D.C. Apprenticeship Council?

YES   NO

If yes, D.C. Apprenticeship Council Registration Number:

VIII. Subcontractor

Indicate whether your firm is a subcontractor on this project: YES   NO

If yes, specify Prime Contractor:

IX. Comments:

Describe any problems you have experienced in meeting your job creation projections in implementing the First Source Employment Agreement.

Signature

Date

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What an Employment Agreement Covers

An Employment Agreement is a written contract that defines the working relationship between an employer and an employee, setting out job duties, compensation, term, confidentiality, termination rights, and post‑employment restrictions where applicable. It may be used for at‑will positions, fixed‑term hires, executive roles with restrictive covenants, or independent contractor arrangements that the parties wish to document. A clear Employment Agreement reduces ambiguity about expectations, payroll classification, intellectual property ownership, and compliance tasks such as I-9 completion and tax withholding.

Why a Clear Employment Agreement Matters

A well‑crafted Employment Agreement protects both parties by clarifying compensation, benefits, job duties, confidentiality, and grounds for termination. It establishes enforceable expectations, reduces litigation risk, and helps ensure proper payroll, tax reporting, and regulatory compliance.

Why a Clear Employment Agreement Matters

Who Typically Prepares and Signs Employment Agreements

Employers, HR teams, legal counsel, and individual contractors commonly use Employment Agreements to document terms and protect rights.

  • Small business owners and HR managers who need consistent offer letters and standard employment terms.
  • Company executives and founders negotiating term, equity, or restrictive covenants with counsel involved.
  • Independent contractors and consultants arranging payment terms, deliverables, and IP ownership.

Agreements vary by role and industry; involve legal counsel for restrictive covenants, executive packages, or multi‑state employment.

Primary Signers and Their Roles

HR Manager

HR managers prepare standard forms, confirm that compensation and benefit provisions match payroll setups, and ensure completion of I-9 and tax forms. They coordinate signatures, retention, and onboarding tasks to demonstrate compliance with employment and tax rules.

Company Executive

CEOs, founders, or delegated executives sign on behalf of the employer for senior hires or agreements with material financial or IP terms. Their signature confirms company authority and triggers obligations such as equity grants, severance, or restrictive covenants.

Core Sections to Include in a Professional Employment Agreement

These components form the backbone of most Employment Agreements; include or adapt them based on role, seniority, and legal review.

Parties

Full legal names and entity types for employer and employee, including business address and state of formation or residence to ensure enforceability and contractual clarity.

Duties

A concise description of position, reporting line, key responsibilities, and any deliverables or performance expectations tied to compensation or bonuses.

Compensation

Salary, wage rate, bonus structure, equity grants, pay schedule, and benefits. Specify gross amounts and conditions that affect payment or vesting.

Term and Termination

Effective date, term length if fixed, at‑will language if applicable, notice requirements, severance triggers, and grounds for cause termination.

Confidentiality & IP

Non‑disclosure, invention assignment, and IP ownership clauses that assign employer rights to work created in scope of employment.

Post‑Employment Restrictions

Noncompetition, non‑solicit, and non‑poach provisions where lawful; include geographic and temporal limits and carve‑outs as required by state law.

Essential Data Elements to Capture

Employee Name: Full legal name
Employer Identity: Registered business name
Effective Date: MM/DD/YYYY
Job Title: Official position
Compensation: Salary or wage amount
Signatures: Signed and dated

Step‑by‑Step: Complete an Employment Agreement

Follow these steps to prepare, review, and execute an Employment Agreement accurately and in compliance with common U.S. requirements.

  • 01
    Draft: Populate parties, duties, pay, term, and confidentiality sections.
  • 02
    Review: Have HR and legal counsel check restrictive covenants and tax classification.
  • 03
    Verify: Confirm employee identity, tax forms, and I-9 paperwork timelines.
  • 04
    Execute: Sign, date, and distribute final copies to all parties; retain records securely.

How to Configure Digital Signing Workflow

Set up an eSignature workflow that matches the agreement's signers, authentication needs, and retention policies.

Field Configuration
Signature Order Sequential or parallel signing
Authentication Email, SMS code, or stronger KBA
Attachments Include offer letter, handbooks, exhibits
Retention Automatic archival and audit trail

Where to Send or File the Executed Agreement

Determine storage and recipients before execution to ensure compliance and efficient onboarding.

  • Employee: Provide a signed copy immediately after execution
  • HR Records: Store original or certified copy in personnel file
  • Payroll: Send compensation terms to payroll and benefits teams
  • Legal Counsel: Retain final version for dispute or compliance review

Digital Signing and Submission Considerations

Choose an eSignature platform that supports audit trails, secure storage, and required authentication for your agreements.

  • Integrations: Salesforce, NetSuite, Google Workspace
  • File Formats: PDF, Word DOCX supported
  • Security: AES‑256 at rest

Key Timing and Deadline Items to Track

Employment Agreements trigger several time‑sensitive tasks; track acceptance, start date, verification documents, and any probation or notice periods.

Offer Acceptance:

Deadline for candidate to accept offer as specified in the agreement

Start Date:

Employment commencement date and benefits eligibility start

I‑9 Completion:

Complete I‑9 by employee's first day per DHS guidance

Background Checks:

Complete conditional offer contingencies within specified window

Probationary Period:

Track probation length and performance review dates

Common Preparation Mistakes to Avoid

  • Leaving out an effective date or using inconsistent date formats, which can create ambiguity.
  • Failing to confirm the legal entity name and signatory authority for the employer.
  • Using broad or overly restrictive post‑employment covenants without state‑law tailoring.
  • Not coordinating payroll setup which leads to incorrect tax withholding or benefit eligibility.

Risks and Potential Consequences

I‑9 Violations: Civil fines possible
Misclassification: Back wages and penalties
Breach Claims: Litigation costs
Tax Errors: Withholding penalties
Invalid Covenants: Non‑enforceable restrictions
Recordkeeping Failures: Regulator citations

Supporting Documents to Include with an Employment Agreement

Attach relevant exhibits and forms to create a complete employment file and reduce follow‑up correspondence.

Offer Letter

A separate offer letter can summarize key pay and start details while the full agreement contains legal terms and clauses for enforceability.

I-9 and Tax Forms

Include Form I‑9 and W‑4 to verify eligibility to work and capture withholding elections; tie completion dates to onboarding tasks.

Compensation Exhibits

Attach bonus plans, commission schedules, or equity award terms as exhibits to avoid ambiguity in the core agreement text.

Confidentiality Addendum

A separate NDA or invention assignment schedule clarifies IP ownership and data handling beyond routine confidentiality language.

Practical Tips for Accurate and Efficient Completion

Follow these practical steps to reduce errors and accelerate onboarding while preserving enforceability.

Use Standardized Templates
Start from vetted templates to ensure consistent language for pay, benefits, and restrictive covenants across hires.
Confirm Authority
Verify the signatory has corporate authority and include printed name and title alongside signature for entity parties.
Record Key Dates
Standardize date fields to MM/DD/YYYY and document offer acceptance and start dates in personnel systems.
Retain Audit Trail
Preserve signed PDF, timestamps, and signer metadata to support enforceability and internal audits.

Real‑World Examples of Digital Execution

Organizations across sectors use digital signatures to execute employment paperwork and maintain compliance with audit trails.

Optica Ventures LLC — Brian Fitzgibbons

Optica adopted digital signing for onboarding to reduce manual steps.

  • "The interface is simple and easy-to-use."
  • The company retained signed employment records digitally, improving retrieval and reducing paper storage while keeping consistent audit logs for HR and finance teams.

Martin Properties — Tim Martin

A real estate firm used online execution to sign contractor and staff agreements remotely.

  • "I can process and execute all of these documents online with 100% compliance and built-in security."
  • This approach enabled faster closings and consistent contractual terms across multiple properties and remote hires.

How Employment Agreements Differ from Related Documents

Compare the Employment Agreement to offer letters, contractor agreements, and NDAs to choose the right document type.

Document Type Employment Agreement Offer Letter
Formality comprehensive summary
Enforce Restrictive Covenants rarely
Includes Benefits Detail often no
Suitable for Contractors no — use contractor agreement yes for employees

eSignature Vendor Pricing and Feature Snapshot

Basic vendor pricing and feature availability for commonly compared eSignature providers; signNow appears first per vendor comparison conventions.

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 No No
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 No cap No cap No cap

Frequently Asked Questions About Employment Agreements

Answers to common questions on enforcement, eSigning, and practical compliance for U.S. employers and employees.


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