Duties
Clearly describe position responsibilities, reporting lines, performance metrics, and essential functions. Precise duty descriptions support ADA accommodation assessments and reduce scope disputes over job expectations.
Using a General Employment Agreement establishes clear job expectations, protects employer and employee rights, documents compensation and benefits, and offers enforceable remedies for breaches. Properly drafted agreements reduce disputes and support compliance with wage, benefits, and trade secret laws.
Employers and HR professionals commonly use this agreement template when hiring full-time or long-term employees.
Contractors and temporary staff typically use specialized agreements rather than a General Employment Agreement; consult counsel for classification questions.
HR Managers will use the General Employment Agreement to document role, salary, benefits, and probation terms. They coordinate signatures, ensure compliance with state employment statutes, and maintain retention schedules for personnel files to meet federal and state recordkeeping requirements.
New Employees should review and confirm all sections before signing, including job duties, compensation, confidentiality, and IP assignment clauses. They should ask for clarification on unclear terms and retain a signed copy for tax and personnel records.
Clearly describe position responsibilities, reporting lines, performance metrics, and essential functions. Precise duty descriptions support ADA accommodation assessments and reduce scope disputes over job expectations.
Specify base salary or hourly rate, pay frequency, bonus eligibility, commissions, reimbursements, payroll deductions, and benefits. Include timing and conditions for salary reviews or raises.
Include nondisclosure provisions protecting trade secrets and proprietary information. Define duration of confidentiality obligations and permitted disclosures, and specify remedies for breaches.
Assign ownership of work product and inventions created during employment. Clarify scope, exceptions, and any invention disclosure procedures required by the employer.
State grounds for termination with or without cause, notice periods, severance terms if any, final pay timing, and post-termination obligations such as return of property.
Specify governing law, venue, and whether arbitration or courts will resolve disputes. Include procedure for submitting claims and any class action waivers where enforceable.
For eSubmission and eSignature, check format support, integrations, and authentication capabilities before sending company-wide.
| Field | Configuration |
|---|---|
| Template Name | Use versioned template names for control |
| Signer Authentication | Email plus optional SMS OTP recommended |
| Fields | Add signature, date, and initials fields |
| Storage | Automate to HR system or secure file storage |
Specify a clear acceptance date to secure the position.
Confirm effective employment date and first payroll cycle.
Complete Section 2 within three business days of hire.
Provide enrollment window and eligibility start date.
Scan and store signed copy immediately in HR system.
Employer issues written offer containing material terms.
Candidate signs and returns agreement by deadline.
I-9, tax forms, and benefits enrollment finalized.
Signed agreement stored with personnel and payroll files.
| 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 (Business Premium+) | 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 by plan | Varies by plan | Varies by plan |