Can an employment agreement be signed electronically?

Yes. Under the federal ESIGN Act (15 U.S.C. §7001) and most state UETA statutes, electronic signatures are generally enforceable for private employment contracts, provided intent, consent, attribution, and record retention requirements are met.

Do I need a notary or witnesses?

Most Employment Agreements do not require notarization or witnesses to be valid. Certain documents (e.g., deeds, wills, or state-specific instruments) may require notarization; consult state law if the agreement contains such elements.

How do I amend an executed agreement?

Create a written amendment signed by both parties or execute a replacement agreement. For material changes, obtain express consent and consider revisiting compensation, benefits, and restrictive covenant language.

Can an employee revoke acceptance after signing?

Revocation depends on contract terms and state law; absent a rescission clause, post-signature withdrawal may expose the withdrawing party to breach claims. Review termination and notice provisions for the proper remedy.

Where should I store signed agreements?

Store executed copies in a secure HR repository with access controls, encrypted at rest and in transit. Maintain an audit trail and backup copies for the applicable retention period for tax and employment records.

How do state noncompete rules affect the agreement?

Noncompete enforceability varies by state. Some states limit or prohibit noncompetes; choose governing law carefully and tailor scope, duration, and geographic limits to improve enforceability.

Electronic Signature
Templates
HR
Employment Agreement

Employment Agreement

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Employment Agreement with a Manager of a Retail Paper and Products Store

Employment Agreement made on the day of , 20 , between (Name of Manager), referred to herein as Manager, and (Name of Store Owner), a corporation organized and existing under the laws of the state of , with its principal office located at referred to herein as Employer.

For and in consideration of the mutual covenants contained in this Agreement, and other good and valuable consideration, the receipt and sufficiency of which is hereby acknowledged, the parties agree as follows:

1. Employment of Manager

Employer hereby employs Manager, and Manager enters into the employment of Employer as of (commencement date), for a five (5) year term as the Manager of a Retail Paper and Products Store owned by Employer and known as which is located at

2. Compensation

Employer shall pay Manager and Manager shall accept from Employer as full compensation for all services to be rendered by Manager $ per month on the day of each month that Manager is in the employ of Employer.

3. Price and Inventory Control

A. Manager shall have charge of the above-indicated store, stock, and fixtures located and contained in such store and shall supervise the sale of merchandise at prices fixed by Employer.

B. Sales shall be made for cash or credit, and on making such sales, whether for cash or credit, Manager shall make a complete and accurate record of each sale on the forms supplied to him from time to time by Employer.

4. Manager’s Duty to Keep Accounts

A. Manager shall daily report to Employer at its home office on the forms supplied Manager by Employer all cash sales, credit sales, exchanges, returns, checks, and money orders received, cash received, cash disbursed, and such other matters as Employer may from time to time direct or request.

B. All reports to be sent to Employer under the provisions of this section must be personally checked and signed by Manager.

C. All cash, checks, and money orders received in the store shall be deposited daily in the depository designated by Employer to the account of Employer, and a duplicate of such deposit slip shall be sent to the home office of Employer with Manager’s daily report.

D. All merchandise received, transferred to any other store, or returned to the manufacturer shall be reported daily to the home office of Employer on special merchandise report forms. Allowance made to a customer for any reason whatsoever shall be reported to the home office of Employer and shall only be made after such customer shall have signed a receipt, which receipt shall immediately be mailed to the home office accompanying the report of that day.

5. Drawing Account

Manager shall not make any expenditures without the consent of Employer, provided, however, that Manager may, out of cash receipts, make payment for freight and expense charges, and pay disbursements, which shall not exceed $ for any one item.

6. Contracting for Employer

Manager shall not, without the written consent of Employer, negotiate or enter into any contract whatsoever, oral or in writing, for any work or for the purchase of merchandise for the store, in Manager own name or the name of Employer, or in the name of the store.

7. Approval of Expenditures

All proposed contracts requiring the expenditure of money or the assumption of any obligation must be first submitted to and approved by a duly authorized officer of Employer in writing.

8. Inventory

Manager shall, whenever required by Employer, take inventory of the stock on hand in the store that he manages.

9. Best Efforts

Manager shall devote her whole time, energy, and attention to the performance of the duties under this Agreement, subject at all times to the direction and control of Employer, and Manager shall promptly obey and comply with all rules, regulations, and orders that may from time to time be issued by Employer.

10. Other Employment

Manager shall not directly or indirectly represent or be engaged by or be in the employ of any other person, firm, corporation, or other entity, or be engaged or interested in any other business or enterprise whatsoever while Manager is in the employ of Employer.

11. Security

A. Manager shall be responsible for the daily opening and closing of the store and for the retention of the key or keys to the store.

B. With the exception of delegating the task of opening or closing the store or the retention of the key or keys for the store to the assistant manager, Manager shall not permit any employee of the store to carry the key or keys for the store or to have access to the store except during the usual business hours.

12. Manager’s Responsibility

A. Manager shall be responsible to Employer for all merchandise, furnishings, and fixtures now in the store or that may, after the effective date of this Agreement, be placed in the store.

B. If, on any inventory taken, there shall be a shortage of merchandise, cash, stock, or fixtures, Manager shall immediately on discovery of such shortage render a report to the home office of Employer, and if the loss is thought to have been caused by theft, Manager shall report the suspected theft to the police.

13. Confidential Reports

Manager shall at all times keep secret all information of Employer’s customers' list and information concerning customers, and Manager shall not divulge any confidential information in relation to the business of Employer to any person, firm, corporation, or other entity.

14. Vacation and Holidays

Manager shall be entitled to days of paid vacation each year during the term of this Agreement, the time for such vacation to be determined by mutual agreement between Employer and Manager. Manager shall also be entitled to six (6) paid holidays per year, said holidays to be determined by mutual agreement between Employer and Manager.

15. Termination

A. It is agreed by the parties that Manager may terminate this Agreement on one month's notice at the end of any month by Manager’s giving to Employer at the home office one month's written notice of her intention to terminate her employment. Notwithstanding the foregoing, Manager agrees to continue this Agreement for a reasonable period of time until a replacement for her may be hired and trained for this position.

B. In the event of any violation by Manager of any of the terms of this Agreement, Employer may terminate Manager’s employment without notice and with compensation to Manager only to the date of such termination.

C. It is further agreed that any breach or evasion of any of the terms of this Agreement by either party will result in immediate and irreparable injury to the other party and will authorize recourse to injunction and or specific performance as well as to all other legal or equitable remedies to which such injured party may be entitled under this Agreement.

16. Termination for Disability

A. Notwithstanding anything herein to the contrary, Employer has the option to terminate this Agreement if Manager shall, during the term of this Agreement, become permanently disabled as the term permanently disabled is fixed and defined in this Section. Such option shall be exercised by Employer giving notice to Manager by certified or registered mail, addressed to her at , or at such other address as Manager shall designate in writing, of Employer's intention to terminate this Agreement on the last day of the month during which such notice is mailed. On the giving of such notice, this Agreement shall cease on the last day of the month in which the notice is so mailed, with the same force and effect as if such last day of the month were the date originally set forth in this Agreement as the termination date of this Agreement.

B. For the purposes of this Agreement, Manager shall be deemed to have become permanently disabled, if, during any year of the term of this Agreement, because of ill health, physical or mental disability or for other causes beyond Manager's control she shall have been continuously unable or unwilling or shall have failed to perform her duties under this Agreement for consecutive days, or if, during any year of the term of this Agreement, Manager shall have been unable or unwilling or shall have failed to perform her duties for a total period of days, irrespective of whether or not such days are consecutive. For the purposes of this Agreement, the phrase any year of the term of this Agreement is defined to mean any 12-calendar-months period commencing on and terminating on , during the term of this Agreement.

17. Termination Pay

If Manager’s services with Employer should terminate, Manager will not receive any termination pay other than the salary that is due her up to the date of the termination of her services.

18. No Waiver

The failure of either party to this Agreement to insist upon the performance of any of the terms and conditions of this Agreement, or the waiver of any breach of any of the terms and conditions of this Agreement, shall not be construed as subsequently waiving any such terms and conditions, but the same shall continue and remain in full force and effect as if no such forbearance or waiver had occurred.

19. Governing Law

This Agreement shall be governed by, construed, and enforced in accordance with the laws of the State of .

20. Mandatory Arbitration

Notwithstanding the foregoing, and anything herein to the contrary, any dispute under this Agreement shall be required to be resolved by binding arbitration of the parties hereto. If the parties cannot agree on an arbitrator, each party shall select one arbitrator and both arbitrators shall then select a third. The third arbitrator so selected shall arbitrate said dispute. The arbitration shall be governed by the rules of the American Arbitration Association then in force and effect.

21. Entire Agreement

This Agreement shall constitute the entire agreement between the parties and any prior understanding or representation of any kind preceding the date of this Agreement shall not be binding upon either party except to the extent incorporated in this Agreement.

22. Modification of Agreement

Any modification of this Agreement or additional obligation assumed by either party in connection with this Agreement shall be binding only if placed in writing and signed by each party or an authorized representative of each party.

23. Assignment of Rights

The rights of each party under this Agreement are personal to that party and may not be assigned or transferred to any other person, firm, corporation, or other entity without the prior, express, and written consent of the other party.

24. Compliance with Laws

In performing under this Agreement, all applicable governmental laws, regulations, orders, and other rules of duly-constituted authority will be followed and complied with in all respects by both parties.

25. In this Agreement, any reference to a party includes that party's heirs, executors, administrators, successors and assigns, singular includes plural and masculine includes feminine.

26. Counterparts

This Agreement may be executed in any number of counterparts, each of which shall be deemed to be an original, but all of which together shall constitute but one and the same instrument.

WITNESS our signatures as of the day and date first above stated.

By:

(Printed Name of Manager)

(Signature of Manager)

(Printed Name & Office in Corporation)

(Signature of Officer)

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 role, duties, compensation, benefits, term, confidentiality, and termination rules. It creates enforceable rights and obligations when signed by the parties and preserved as a reproducible record. In the United States electronic signatures executed under ESIGN (15 U.S.C. §7001) or a state UETA statute generally satisfy signature requirements for private employment contracts, subject to limited statutory exceptions.

Why a Clear Employment Agreement Matters

A precise Employment Agreement reduces disputes by documenting expectations, pay, and post-employment limits; it also supports compliance with payroll, tax, and privacy obligations. Electronic execution is generally valid under the ESIGN Act (15 U.S.C. §7001) and UETA, but some states and specific subjects require additional formalities.

Who Typically Prepares and Signs Employment Agreements

Employers, HR professionals, in-house counsel, and job candidates are the primary parties who prepare, review, and sign Employment Agreements.

Human resources teams handling hiring, onboarding, and benefits administration on behalf of employers.
Hiring managers and business unit leaders who define duties, performance metrics, and reporting relationships.
Employees and candidates who review compensation, noncompete, confidentiality, and termination provisions prior to acceptance.

External attorneys and payroll vendors are often involved for high-risk roles, executive hires, or when state-specific review is required.

Core Sections to Include in a Professional Employment Agreement

A well-drafted Employment Agreement organizes the relationship into discrete, enforceable clauses so each party’s rights and duties are clear.

Parties

Full legal names of employer and employee, specifying whether the employer signs as an individual, LLC, corporation, or other legal entity; include entity address and authorized signatory title.

Term and Start

Effective date and whether employment is at-will or for a fixed term; include start date, probationary period, and any conditions precedent to employment.

Compensation

Salary, bonus structure, commission schedule, pay frequency, and details on deductions, benefits, equity grants, or deferred compensation arrangements.

Duties and Location

Job title, primary responsibilities, reporting line, and work location including remote or hybrid expectations and travel requirements.

Confidentiality

Nondisclosure, trade-secret protections, return of materials, and data handling obligations with scope and duration defined.

Termination

Grounds for termination, notice requirements, severance terms (if any), and post-termination obligations such as noncompete, nonsolicit, or cooperation clauses.

Essential Data Fields to Capture

Employee Name: Legal full name

Tax ID / SSN: SSN or TIN for payroll

Job Title: Official position

Compensation: Salary or wage amount

Start Date: MM/DD/YYYY

Employer Entity: Legal business name

Step-by-Step: Completing an Employment Agreement

Follow these practical steps to prepare, review, and finalize the agreement so signatures are valid and records are retained.

01

Draft the terms: Assemble role, pay, benefits, and key clauses in plain language.
02

Review compliance: Check wage laws, tax withholding, and state noncompete restrictions.
03

Add signature fields: Place signature, printed name, title, and date fields for each party.
04

Execute and archive: Obtain signatures and save a tamper-evident copy with audit trail.

Configuring an Online Signing Workflow

Set up the digital workflow to match your approval sequence, authentication needs, and recordkeeping requirements before sending for signature.

Field	Configuration
Signature Order	Sequential or parallel signer flow
Authentication	Email, SMS code, or higher assurance
Reminders	Automated emails and escalation intervals
Integrations	Connect to HRIS, payroll, or document storage

Where to Send or File the Signed Agreement

After execution, route copies to relevant internal systems and external advisors so payroll, benefits, and legal teams can act.

HR Records: Store the executed agreement in the employee’s HR file.
Payroll: Send compensation details to payroll for proper withholding setup.
Legal Counsel: Forward copies for retention or dispute preparedness.
Employee Copy: Provide the employee a signed PDF with audit trail.

Digital Signing and File Format Considerations

Use platforms that produce tamper-evident signed PDFs, capture an audit trail (timestamps, IP, signer data), and support required integrations.

File Formats: PDF and DOCX are standard and widely accepted.
Authentication: Email or SMS codes are common; KBA or multifactor for high-assurance needs.
Integrations: Connect with HRIS, payroll, and cloud storage systems.

Ensure the chosen platform complies with ESIGN/UETA and your industry requirements; keep copies in a secure repository with access controls.

Key Timing Considerations and Statutory Deadlines

Monitor effective dates, acceptance windows, onboarding tasks, and regulatory retention deadlines to maintain compliance and payroll accuracy.

Offer Acceptance Window:

State any deadline for candidate acceptance to avoid open-ended offers.

Start Date:

Confirm a clear MM/DD/YYYY start date to trigger tax and benefit enrollment timing.

I-9 Retention:

Retain I-9 for three years after hire or one year after termination, whichever is later (8 CFR §274a.2).

Payroll Setup:

Set up withholding and W-4 prior to first payroll run to avoid misreporting.

Probation/Review Dates:

Document any probation length or performance review milestones that affect benefits.

Common Errors to Avoid When Preparing Employment Agreements

Using inconsistent legal names or abbreviations that differ from payroll and tax records, causing withholding and verification errors.
Failing to specify governing law, which can lead to conflicting interpretations of restrictive covenants across states.
Overbroad noncompete clauses without geographic or temporal limits that may be unenforceable in some jurisdictions.
Neglecting to collect signed wage-withholding and tax forms before payroll runs, exposing the employer to compliance risk.

Potential Risks and Consequences of an Incorrect Agreement

I-9 Violations: Civil fines and penalties, typically $281–$2,789 per violation

Wage Claims: Unpaid wage or overtime exposure with statutory penalties

Tax Withholding Errors: Backup withholding or reporting mismatches

Unenforceable Covenants: Noncompetes may be void depending on state law

Breach Litigation: Breach-of-contract claims and litigation costs

Privacy Violations: HIPAA or data privacy issues when PHI is mishandled

eSignature Pricing and Capability Snapshot for Employment Agreements

Compare basic pricing and common feature availability when evaluating eSignature vendors for executing Employment Agreements and related onboarding paperwork.

	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	Yes
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No
Envelope Cap	No cap	100 envelopes/user/year	Varies by plan	Varies by plan	Varies by plan

Frequently Asked Questions About Employment Agreements

Answers to common questions about enforceability, electronic signatures, amendments, revocations, and storage for Employment Agreements.

Need help? Contact support

Can an employment agreement be signed electronically?
Yes. Under the federal ESIGN Act (15 U.S.C. §7001) and most state UETA statutes, electronic signatures are generally enforceable for private employment contracts, provided intent, consent, attribution, and record retention requirements are met.
Do I need a notary or witnesses?
Most Employment Agreements do not require notarization or witnesses to be valid. Certain documents (e.g., deeds, wills, or state-specific instruments) may require notarization; consult state law if the agreement contains such elements.
How do I amend an executed agreement?
Create a written amendment signed by both parties or execute a replacement agreement. For material changes, obtain express consent and consider revisiting compensation, benefits, and restrictive covenant language.
Can an employee revoke acceptance after signing?
Revocation depends on contract terms and state law; absent a rescission clause, post-signature withdrawal may expose the withdrawing party to breach claims. Review termination and notice provisions for the proper remedy.
Where should I store signed agreements?
Store executed copies in a secure HR repository with access controls, encrypted at rest and in transit. Maintain an audit trail and backup copies for the applicable retention period for tax and employment records.
How do state noncompete rules affect the agreement?
Noncompete enforceability varies by state. Some states limit or prohibit noncompetes; choose governing law carefully and tailor scope, duration, and geographic limits to improve enforceability.

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