Parties
Names and legal entity types for employer and employee, including employer EIN or legal registration name where applicable, to ensure correct contracting parties.
A properly drafted Employment General Agreement protects both parties by documenting compensation, responsibilities, and termination mechanics, reducing litigation risk and disputes. It also clarifies confidentiality and IP ownership while supporting HR compliance and consistent onboarding practices.
Employers, HR teams, hiring managers, outside counsel, and new hires commonly prepare and execute Employment General Agreements to set employment terms and legal obligations.
Use consistent templates and documented approvals to reduce negotiation cycles and preserve a defensible record of agreed terms.
Names and legal entity types for employer and employee, including employer EIN or legal registration name where applicable, to ensure correct contracting parties.
Job title, reporting structure, primary responsibilities, and any probationary or performance review periods that affect compensation or continued employment.
Salary or wage rate, pay period, bonus structure, equity grants if any, and any conditions for incentive payments or clawbacks.
Health insurance, retirement plans, paid time off, sick leave, and any employer‑provided perks or employee eligibility requirements.
Non disclosure obligations, invention assignment language, and expectations regarding the use and ownership of company intellectual property.
At‑will or fixed‑term status, notice requirements, severance terms if any, restrictive covenant scope, and post‑termination obligations.
| Field | Configuration |
|---|---|
| Signer Order | Employer first, then employee or simultaneous signing as needed. |
| Required Fields | Mark signature, date, printed name, and tax withholding fields required. |
| Authentication | Use email link + optional SMS code or KBA for higher assurance. |
| Audit Trail | Enable IP, timestamp, and action logging for each signer. |
Use a secure eSignature platform that supports audit trails, signer authentication, and PDF or DOCX exports.
Confirm the selected platform complies with ESIGN and UETA, offers retention controls, and supports HIPAA BAA if handling protected health information; integrate with HR and document storage systems for centralized recordkeeping.
Enter and confirm on signature date to establish commencement.
Complete Form I‑9 by the employee’s first day per 8 CFR §274a.2.
Collect employee W‑4 upon hire for payroll withholding setup.
Observe plan enrollment windows tied to hire date.
Retention begins at effective date or date of termination.
| 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 | Yes | Yes | Yes | Yes |
| Bulk Send | Yes | Yes | Yes | Yes | No |
| Audit Trail | Yes | Yes | Yes | Yes | Yes |
| HIPAA Compliant | Yes | Yes | Yes | No | No |