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Employment Contract

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Employment Contract with Administrative Assistant

Agreement made on the day of , 20 between

of

, referred to herein as Employee, and

, a corporation organized and existing under the laws of the state of

with its principal office located at

, referred to herein as s Employer.

1. Employment and Duties

A. Employer employs the Employee as an administrative assistant of the Employer. The Employee's duties shall primarily consist of the following:

  • Answering the phone;
  • Opening mail;
  • Scheduling appointments;
  • Make travel arrangements;
  • Filing, entering and reconciling fee statements and payments;
  • Handling confidential information;
  • Working independently on special and ongoing projects;
  • Acting as a project manager for special projects;
  • Maintaining the calendar plan for scheduling and fixing executive meetings;
  • Acting as a liaison between the external or internal executives, managers and consultants in coordinating meetings;
  • Assisting the clients and supervisory personnel in presentations;
  • Summarizing reports; and
  • Managing and prioritizing tasks that have been assigned.

B. The Employee accepts this employment and agrees to devote her full time, full attention and best efforts to performance of her duties, which shall include such additional duties as the officers or board of directors may from time to time assign to him. The Employee shall perform all her duties in a manner satisfactory to the officers and board of directors. The Employee shall obey all policy, rules and orders of the Employer set by the officers and board of directors.

2. Compensation

The Employer shall pay to the Employee $ as compensation for her services, said amount to be paid

3. Term

The term of this Agreement shall be from month to month unless either party gives written notice to the other party that it shall expire on a certain date. Either party may terminate this Agreement at any time by days written notice to the other party. Any breach in the terms of this Agreement by Employee may result in immediate termination with verbal or written notice.

4. Benefits, Vacation, Leaves of Absence, and Sick Leave - See Appendix A

5. Confidentiality Agreement

A. Clients

The Employee will not at any time, either directly or indirectly, make known or divulge to any person, firm or corporation the names, addresses, or any aspect of the business or identities of any of the clients of the Employer, except pursuant to the permission of client or pursuant to subpoena or other applicable legal authority.

B. Information

The Employee will not at any time, in any fashion, form, or manner, either directly or indirectly, divulge, disclose, or communicate to any person, firm, or employer in any manner whatsoever any information of any kind, nature, or description concerning any matters affecting or relating to the business of the Employer, including, but not limited to, the names of any of its clients, or any other information concerning the business of the Employer, its manner of operation, or its plans, processes, or other data of any kind, nature, or description, without regard to whether any or all of the above matters would be deemed confidential, material, or important.

C. Records

All books, records, reports, accounts, and documents relating in any manner to the Employer's business or customers, whether prepared by the Employee or otherwise coming into Employee's possession, shall be the exclusive property of the Employer and shall be returned immediately to the Employer on termination of employment or on the Employer's request at any time.

D. Breach

The parties stipulate that, as between them, each of the above matters are important, material, and confidential, and gravely affect the effective and successful conduct of the business of the Employer, and its goodwill, and that any breach of the terms of this section is a material breach of the Agreement, from which the Employee may be enjoined and for which the Employee shall also pay to the Employer all damages (including but not limited to compensatory, incidental, consequential, and lost profits damages), which arise from the breach, together with interest, costs, and attorneys' fees to collect those damages.

E. This Section 5 shall survive termination of this Agreement.

6. 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.

7. Governing Law

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

8. Notices

Any notice provided for or concerning this Agreement shall be in writing and shall be deemed sufficiently given when sent by certified or registered mail if sent to the respective address of each party as set forth at the beginning of this Agreement.

9. Mandatory Arbitration

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.

10. 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.

11. 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.

12. 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.

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

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

By:

Attach Appendix A

Enter text

What an Employment Contract Is and When it Applies

An Employment Contract is a written agreement that sets out the rights, duties, compensation, and terms between an employer and an employee. It may be a fixed-term contract, an at-will agreement with supplemental terms, or a contract for a specific role or project. Common elements include position title, duties, compensation, benefits, confidentiality, intellectual property assignment, restrictive covenants, termination conditions, and dispute resolution. The agreement establishes expectations for both parties and can be used as evidence in disputes, so clear, complete drafting and proper execution are important.

Why a Clear Employment Contract Matters

A written contract reduces ambiguity about job scope, pay, and termination, helping prevent disputes and ensuring compliance with wage, tax, and employment laws. It clarifies obligations like confidentiality and IP assignment and documents negotiable terms such as bonuses and restrictive covenants. Properly executed agreements also support audit trails and regulatory compliance for personnel records.

Why a Clear Employment Contract Matters

Who Uses Employment Contracts and Typical Scenarios

Employers and employees use employment contracts in a range of situations where written terms reduce legal or operational risk.

  • Startups and tech employers use written contracts for key hires to document equity, IP assignment, and incentive pay.
  • Professional services firms and executives use employment contracts to formalize compensation, noncompete and severance terms.
  • Hourly or remote employers use contracts or offer letters to define at-will status, hours, and remote-work expectations.

Contracts are also common when state law or industry regulation requires written documentation of terms, or when parties want enforceable restrictive covenants or confidentiality protections.

Step-by-step: Preparing and Executing an Employment Contract

Follow a clear sequence to draft, review, and execute an employment contract to reduce risk and ensure enforceability.

  • 01
    Draft terms: Define role, pay, benefits, start date, and core restrictions.
  • 02
    Review legally: Ensure compliance with wage, tax, and state restrictive-covenant law.
  • 03
    Obtain signatures: Collect signatures from authorized signers and the employee.
  • 04
    Store securely: Retain executed copies per retention rules and regulatory requirements.

Core provisions to include in a professional Employment Contract

A robust employment contract balances role clarity with enforceable protections for both parties. Include the following core clauses and attachments.

Position

Title, duties, reporting structure, and location.

Term and Termination

At-will language or fixed-term details, notice, severance, and cause definitions.

Compensation

Base pay, bonus criteria, equity grants, payment schedule, and tax withholding.

Confidentiality & IP

NDA language, invention assignment, and ownership of work product.

Restrictive Covenants

Noncompete, nonsolicit, and geographic/scope limits — tailored to state law.

Dispute Resolution

Arbitration or forum selection, choice of governing law, and fee allocation.

Essential data elements and recordkeeping details

Employee ID: Company-assigned identifier
Hire Date: MM/DD/YYYY
Social Security: SSN for payroll/tax only
Compensation: Salary or hourly rate
Job Title: Official position name
Signer Info: Printed name, title, date

Common legal risks and penalties from flawed contracts

Wage Violations: Back pay, liquidated damages, and penalties under FLSA
Tax Reporting Errors: Incorrect W-2 or 1099 reporting penalties (IRC §6721)
Invalid Covenants: Noncompetes may be unenforceable, leading to lost protection
I-9 Noncompliance: Civil fines per 8 CFR §274a.2
Breach Claims: Damages and litigation costs
Privacy Violations: HIPAA/State privacy penalties when PHI is mishandled

Frequent drafting and execution pitfalls to avoid

  • Using overbroad noncompete terms that courts may strike down.
  • Leaving compensation or bonus formulas vague and unenforceable.
  • Failing to align signatory authority with corporate bylaws or resolutions.
  • Not retaining an audit trail for electronic signatures and versions.

Typical online workflow settings for completing an Employment Contract

Configure a digital workflow to capture required fields, route approvals, and keep an audit trail for compliance.

Field Configuration
Signature Field Required for employee and authorized employer signer
Date Field Automatic date on signature or manual MM/DD/YYYY
Initials Use only where clause-specific acknowledgment is needed
Authentication Email link minimum; SMS or ID verification for higher assurance

Typical digital signing sequence for an Employment Contract

An electronic workflow follows predictable steps to ensure intent, attribution, and retention consistent with ESIGN and UETA.

  • Upload Document: Sender uploads final contract to the signing platform
  • Place Fields: Add signature, date, and required input fields
  • Invite Signers: Send secure email links or use bulk invites for multiple hires
  • Capture Audit Trail: Platform records timestamps, IP, and actions for evidentiary record

Digital signing essentials and integration considerations

Choose a platform that supports required authentication, audit trails, storage, and integrations with HR and payroll systems.

  • Authentication: Email link, SMS code, or stronger ID verification
  • Integrations: Work with HRIS, payroll, and document storage systems
  • Compliance: Support for ESIGN, UETA, and HIPAA when applicable

Ensure the chosen platform produces durable copies (PDF/A or equivalent), stores an audit trail, and meets any industry-specific compliance needs.

Key timing and deadlines to watch with employment contracts

Certain dates determine tax reporting, benefits eligibility, and statutory obligations; track them carefully.

Effective Date:

Determines start of employment obligations and payroll reporting

Pay Periods:

Establish pay dates to meet state wage-payment laws

Tax Forms:

W-2 to employee by Jan 31 each year

I-9 Retention:

Retain per 8 CFR §274a.2 requirements

Benefit Enrollment:

Deadlines tied to hire date and plan rules

Comparison: signNow and common eSignature vendors for Employment Contracts

Pricing and core capabilities vary across eSignature providers; the table below highlights starting price and common capability differences relevant to employment contract workflows.

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
Envelope Cap No cap 100 envelopes/user/year Varies Varies Varies

Frequently asked questions about Employment Contracts and eSigning

Answers address common execution, enforceability, and recordkeeping issues when using electronic signatures and digital workflows.


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