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General Employment Agreement

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GENERAL EMPLOYMENT AGREEMENT

Parties and Effective Date

This General Employment Agreement ("Agreement") is entered into between Employer Name: with principal place of business at and Employee Name: .

Effective Date:

Personal Information (Employee)

Position and Term

Reporting Manager: Start Date:

Employment Status: Work Location:

Compensation and Benefits

Pay Schedule: Eligible for Bonus/Commission:

Duties; Work Hours; Place of Performance

Employee shall perform the duties set forth in the job description provided by Employer and such other duties as are reasonably assigned. Employee agrees to devote full working time and best efforts to the performance of duties during regular business hours and as reasonably required by Employer.

Employment History

Most Recent Employer

Prior Employer

Education

References

Reference 1

Reference 2

Reference 3

At-Will Employment; Equal Opportunity; Authorization

At-Will Employment: Employee's employment is at-will, unless otherwise provided in a separate written agreement signed by an authorized representative of Employer. Either Employer or Employee may terminate the employment relationship at any time, with or without cause or prior notice, subject to applicable law.

Equal Employment Opportunity: Employer is an equal opportunity employer and prohibits discrimination and harassment of any type. Employment decisions are made on the basis of business needs, job requirements and individual qualifications.

Authorization to Verify: Employee hereby authorizes Employer to contact prior employers, references, educational institutions and other relevant third parties to verify information supplied by Employee and to conduct background and consumer reports as permitted by law. Employee acknowledges that a conditional offer of employment may be contingent upon satisfactory results of such investigations.

I consent to the above verifications and background checks:

Confidentiality; Inventions; Non-Solicitation

Confidential Information: Employee will not disclose or use any confidential, proprietary or trade secret information of Employer during or after employment, except as required in the course of employment. Employee agrees to return all Employer property and confidential materials upon termination.

Assignment of Inventions: Employee agrees that all inventions, discoveries, improvements and works made or conceived during the period of employment relating to Employer's business shall be the exclusive property of Employer and shall be assigned to Employer to the fullest extent permitted by law.

Non-Solicitation: During employment and for a period of six (6) months following termination, Employee will not solicit or attempt to solicit Employer's clients or employees for competing business. The parties agree this restriction is reasonable to protect legitimate business interests.

Termination; Severance; Taxes

Termination: Employer may terminate Employee for Cause immediately. Employer may terminate without Cause upon notice. Cause includes: willful misconduct, material breach, dishonesty, violation of law or Employer policy, or gross negligence in the performance of duties.

Severance: Any severance benefits, if applicable, must be separately agreed in writing. Employer's obligations under this Agreement are subject to applicable payroll deductions and withholding for taxes and other withholdings as required by law.

Dispute Resolution; Governing Law

Governing Law: This Agreement shall be governed by the laws of the state identified by Employer without regard to conflict of law principles, except where preempted by federal law. Any disputes arising under this Agreement shall be resolved in the state or federal courts located within that state unless the parties agree to arbitration in writing.

Applicant Certification and Acknowledgements

I certify that all information provided in connection with my application and this Agreement is true, accurate and complete. I understand any false statements or omissions may be grounds for termination. I have read and understand the terms of this Agreement, including the confidentiality, assignment of inventions and non-solicitation provisions.

I acknowledge receipt of a copy of this Agreement and agree to its terms:

Miscellaneous

Entire Agreement; Amendment: This Agreement constitutes the entire agreement between the parties with respect to the subject matter and supersedes all prior agreements. Any amendment must be in writing and signed by both parties.

Severability: If any provision of this Agreement is held invalid or unenforceable, the remaining provisions shall remain in full force and effect.

Employer:

By:

Date:

Employee:

By:

Date:

Enter text✕

What a General Employment Agreement Covers

A General Employment Agreement is a written contract that sets the terms and conditions of an employment relationship between an employer and an employee. It typically covers position and duties, compensation, benefits, probationary period, confidentiality, intellectual property assignment, noncompetition or non-solicitation provisions when permitted, termination rights, and dispute resolution. This document clarifies mutual expectations, reduces ambiguity about obligations, and provides an enforceable record of agreed terms. It can be executed in hard copy or electronically under ESIGN and UETA where permitted, subject to any statutory exceptions.

Why a Formal Agreement Matters

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.

Why a Formal Agreement Matters

Who Typically Uses a General Employment Agreement

Employers and HR professionals commonly use this agreement template when hiring full-time or long-term employees.

  • Small and mid-size businesses hiring salaried or hourly employees regularly.
  • In-house HR teams creating consistent offer packages and onboarding materials.
  • Legal counsel reviewing clauses for enforceability and state compliance requirements.

Contractors and temporary staff typically use specialized agreements rather than a General Employment Agreement; consult counsel for classification questions.

Typical Roles Involved

HR Manager

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 Employee

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.

Essential Data Fields to Include

Employee Name: Enter the full legal name as on government ID.
Social Security Number: SSN or taxpayer identification number for payroll.
Job Title: Official position title used for payroll and HR.
Compensation: Salary or hourly rate and pay frequency.
Start Date: Enter as MM/DD/YYYY effective date.
Work Location: Street address, city, state, and ZIP code.

Common Preparation Pitfalls to Avoid

  • Using vague job descriptions that fail to define essential functions can lead to disputes and complicate ADA accommodation assessments.
  • Omitting termination clauses or notice periods creates uncertainty about severance, final pay, and cause-based dismissal procedures, increasing litigation risk.
  • Copying boilerplate noncompete language without confirming enforceability under state law can render post-employment restrictions invalid.
  • Failing to include a clear arbitration or dispute resolution clause leaves parties subject to default court procedures and higher litigation costs.

Step-by-Step: Completing the Agreement

Follow this sequence to complete and execute a General Employment Agreement accurately and securely online or in person.

  • 01
    Prepare Doc: Gather job details and supporting documents.
  • 02
    Draft Terms: Define duties, pay, benefits, termination conditions.
  • 03
    Review: Legal and HR review for compliance.
  • 04
    Sign: Obtain signatures and date execution.

Where Signed Agreements Should Be Sent

Typical routing and submission options for a signed employment agreement depend on company policy and regulatory requirements.

  • HR Records: Store signed original in personnel file.
  • Payroll: Send executed copy to payroll for setup.
  • Legal: Retain version for legal compliance and audits.
  • Employee: Provide a signed employee copy for personal records.

Core Clauses to Include in the Agreement

A professional General Employment Agreement includes clauses that define duties, compensation, confidentiality, termination, dispute resolution, and statutory compliance requirements.

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.

Compensation

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.

Confidentiality

Include nondisclosure provisions protecting trade secrets and proprietary information. Define duration of confidentiality obligations and permitted disclosures, and specify remedies for breaches.

IP Assignment

Assign ownership of work product and inventions created during employment. Clarify scope, exceptions, and any invention disclosure procedures required by the employer.

Termination

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.

Dispute Resolution

Specify governing law, venue, and whether arbitration or courts will resolve disputes. Include procedure for submitting claims and any class action waivers where enforceable.

Short Summary of Legal Risks and Penalties

I-9 Violations: Civil fines $281–$2,789 per violation
Misclassification: Back taxes, penalties, interest
Wage Claims: Unpaid wages plus liquidated damages
Restrictive Covenants: Risk of unenforceability and litigation
Tax Reporting: Backup withholding 24% if TIN missing
Confidentiality Breach: Possible damages and injunctive relief

Digital Signing and Submission Requirements

For eSubmission and eSignature, check format support, integrations, and authentication capabilities before sending company-wide.

  • Formats: PDF, DOCX, HTML supported
  • Integrations: Salesforce, NetSuite, Google Workspace and ERP
  • Authentication: Email, SMS, or advanced 2FA

Setting Up an Online Signing Workflow

Configure an online workflow to collect signatures, set authentication, and automate storage for completed General Employment Agreements.

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

Key Deadlines and Processing Expectations

Key deadlines and processing expectations for offers, signoffs, and statutory onboarding tasks are outlined below.

Offer Acceptance Deadline:

Specify a clear acceptance date to secure the position.

Start Date:

Confirm effective employment date and first payroll cycle.

I-9 Completion:

Complete Section 2 within three business days of hire.

Benefits Enrollment:

Provide enrollment window and eligibility start date.

Record Retention:

Scan and store signed copy immediately in HR system.

Milestone Timeline from Offer to Archived Record

Sequential processing milestones for hiring show the typical stages from offer to archived personnel record.

01

Offer Issued

Employer issues written offer containing material terms.

02

Acceptance Signed

Candidate signs and returns agreement by deadline.

03

Onboarding Completed

I-9, tax forms, and benefits enrollment finalized.

04

Records Archived

Signed agreement stored with personnel and payroll files.

eSignature Vendor Comparison for Employment Agreements

Compare common plan features and starting prices for eSignature vendors to evaluate cost and compliance trade-offs for signing employment agreements.

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

Frequently Asked Questions

Frequently asked questions cover signature validity, enforceability, common edits, and what to do when disputes or omissions arise.


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