Are electronic signatures legally binding?

Yes. Electronic signatures are legally enforceable in the United States under the ESIGN Act (15 U.S.C. §7001) and UETA where adopted, provided intent, consent, attribution, and record retention requirements are met.

Do interns require a notarized addendum?

Not typically. Most intern addenda do not require notarization; check state-specific requirements if the document affects property, powers, or other matters that may require acknowledgement.

When must an I-9 be completed?

Employers must complete the I-9 within three business days of hire; retain the form for three years after hire or one year after termination, whichever is later (8 CFR §274a.2).

How should confidentiality and IP be handled?

Include clear confidentiality and IP assignment or license language in the addendum; have counsel review to ensure enforceability under applicable state law.

Can the addendum be amended later?

Yes, but amendments should be in writing, signed by both parties, and retained with the original addendum to maintain an audit trail of changes.

Where should signed addenda be stored?

Store signed PDFs in a secure HR record system with access controls and retention policies; ensure records can be reproduced per ESIGN retention requirements.

Electronic Signature
Templates
HR
Intern Employment Addendum

Intern Employment Addendum

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

INTERNSHIP EMPLOYMENT ADDENDUM

This Internship Employment Addendum (the Addendum) is entered into between Employer Name: and Intern Name: . Effective Date:

Personal Information

Full Legal Name Address Phone Email

Position Information

Job Title Department Reporting Manager

Internship Term: Start Date: End Date (if applicable):

Compensation / Stipend

Paid internship Unpaid internship For academic credit only

Work Schedule & Duties

Expected Hours Per Week Typical Schedule Primary Duties and Responsibilities Training and Supervision Plan

Background, References & Authorization

The Intern hereby authorizes Employer to verify education, employment history, references, and to obtain criminal background and other consumer reports as permitted by law. Consent:

Employment History

Employer 1 - Company Name Employer 2 - Company Name

Education

Highest Degree

References

Reference 1 Reference 2 Reference 3

Legal Terms and Notices

At-Will Employment: The Intern's status is at-will unless expressly stated otherwise in a written agreement signed by an authorized representative of the Employer. Either party may terminate the internship at any time, with or without cause, subject to any specific notice requirements set forth in writing elsewhere in this Addendum.

Equal Opportunity: Employer provides equal employment opportunity and does not unlawfully discriminate on the basis of protected characteristics. The Intern understands that all employment-related decisions will be made in accordance with Employer policy and applicable law.

Confidentiality and Proprietary Rights: The Intern shall keep confidential all Employer proprietary information, trade secrets, client lists, and other confidential materials disclosed or learned during the internship. The Intern assigns to Employer all rights, title, and interest in any inventions, works of authorship, improvements, discoveries, or other intellectual property created or developed by the Intern in the course of performing duties for Employer. Acknowledgement:

Return of Property: Upon termination or at Employer's request, the Intern shall return all Employer property, including documents, equipment, and records.

Taxes and Benefits: If the internship is paid, Employer will withhold taxes as required by law. Unless expressly provided in a separate written agreement, the Intern is not eligible for Employer employee benefits. Acknowledgement:

Safety and Workers' Compensation: Employer provides a safe work environment consistent with applicable laws. If the Intern is eligible under applicable law, workers' compensation coverage will apply to work-related injuries.

Background and Reference Authorization: The Intern authorizes Employer to contact prior employers and references and to obtain background reports as permitted by law. The Intern releases Employer and those contacted from liability for providing information in good faith. Authorization:

Applicant Certification

I certify that the information provided in this Addendum and accompanying materials is true, correct, and complete to the best of my knowledge. I understand that falsification, omission, or misrepresentation may result in refusal of the internship or immediate termination. I further authorize Employer to verify the statements contained herein.

Certification:

Miscellaneous

Governing Law: This Addendum will be governed by and construed in accordance with the laws of the jurisdiction where Employer's primary place of business is located, without regard to conflict of law principles.

Entire Agreement: This Addendum, together with the underlying Employment Agreement, constitutes the entire agreement between the parties with respect to the subject matter herein and supersedes all prior understandings. Any modification must be in writing and signed by both parties.

Employer:

By:

Date:

Intern:

By:

Date:

What the Intern Employment Addendum Is

An Intern Employment Addendum is a short written attachment to an employment or internship agreement that clarifies terms specific to an intern relationship. It typically defines role and duties, start and end dates, compensation or stipend, work schedule, supervision, training expectations, intellectual property and confidentiality obligations, and termination conditions to reduce ambiguity between the intern and the organization.

Why add an Intern Employment Addendum to your onboarding packet

A clear addendum reduces legal and administrative risk by documenting pay, hours, and status, protecting intellectual property, and aligning expectations between the organization and the intern while supporting compliance with employment and tax rules.

Who typically prepares and receives the addendum

Human resources and hiring managers usually draft the addendum; legal or compliance teams review it for regulated roles.

HR managers and recruiters — prepare terms, coordinate onboarding, and maintain records for audits.
Hiring managers or supervisors — confirm duties, schedule, and training commitments in the document.
Interns or student placement coordinators — receive and sign the addendum to accept the specified terms.

Primary signatories and stakeholders

HR Manager

HR managers act as document custodians: they draft or load the addendum into onboarding systems, verify payroll setup, and retain the final signed record for compliance and audit purposes.

Intern

The intern signs to acknowledge duties, schedule, compensation, and confidentiality/IP clauses; their signature evidences consent to electronic records when ESIGN notice requirements are satisfied.

Essential clauses to include in an Intern Employment Addendum

A professional addendum groups critical terms into concise clauses so that responsibilities, compensation, supervision, confidentiality, intellectual property, and termination are unambiguous.

Term & Schedule

Specify start and end dates, expected weekly hours, remote vs onsite work, and any milestone or academic reporting obligations tied to the internship.

Compensation

State stipend, hourly rate, or academic credit arrangements; include payroll classification and whether reimbursements (travel, meals) will be provided.

Duties & Supervision

Describe core responsibilities, primary supervisor, training commitments, and evaluation frequency to set performance expectations.

Confidentiality

Include non-disclosure language defining confidential information, duration of secrecy obligations, and permitted disclosures for compliance or legal process.

Intellectual Property

Clarify assignment or license of inventions or deliverables produced during the internship, with any exceptions for prior student work.

Termination & At-Will

State at-will status if applicable, grounds for immediate termination, notice requirements for either party, and return-of-property obligations.

Step-by-step: complete and finalize the addendum

Follow these steps to prepare, review, and execute the addendum with consistent records management.

01

Prepare Template: Load standard addendum form and customize role-specific clauses.
02

Complete Fields: Fill required fields using MM/DD/YYYY and verified names.
03

Legal Review: Have compliance or counsel review for wage and IP issues.
04

Sign & Archive: Obtain signatures, capture audit trail, and store the final copy.

Configuring an online workflow for the addendum

Set up a repeatable online workflow to place fields, assign roles, and capture a compliant audit trail for each executed addendum.

Field	Configuration
Template Name	Standardized addendum template with version control
Signer Roles	Intern \| HR approver \| Hiring manager as separate roles
Authentication	Email link or SMS code; stronger KBA for regulated roles
Retention Policy	Auto-archive signed copy to HR record system

How the eSignature process typically flows

An eSignature workflow for the addendum follows predictable steps from upload to archival; each step records time, IP, and actions for auditability.

Upload Document: Load the addendum template into the eSignature platform.
Place Fields: Insert name, date, signature, and conditional fields.
Send for Signature: Assign signing order and send email or link to parties.
Archive & Notify: Store signed PDF and notify HR and the intern.

Digital signing and technical compatibility

Choose a platform that supports common integrations, secure storage, and industry compliance to match your existing HR systems.

Integrations: Salesforce, Microsoft 365, NetSuite, Google Workspace
File Formats: PDF, DOCX, HTML, Excel
Security & Compliance: AES-256 at rest, TLS 1.2/1.3 in transit

Key timing and regulatory deadlines to observe

Some deadlines are administrative while others affect legal compliance; track each relevant date to avoid penalties and delays.

Provide W-9 on request:

Supply a W-9 to payers when requested for tax reporting purposes

I-9 completion:

Completing I-9 within three business days of hire (8 CFR §274a.2)

Payroll setup:

Set up payroll before the first pay period to ensure timely pay

Background checks:

Complete required checks prior to start for regulated roles

Record retention:

Retain signed addendum according to applicable retention rules

Typical lifecycle milestones for an internship

Track milestones from offer through offboarding to ensure obligations are met and records are captured for each stage.

01

Offer Issued

Offer letter and addendum provided for signature before start.

02

Intern Start

Begin duties, confirm I-9 and payroll enrollment.

03

Midterm Review

Evaluate performance and document any changes in scope.

04

Offboarding

Return company property and finalize deliverable assignments.

Common errors to avoid when preparing the addendum

Using informal language that fails to define compensation or tax treatment, which creates payroll and classification ambiguity.
Omitting supervisor or contact details, leaving the intern without a clear reporting structure and points of escalation.
Failing to attach IP or confidentiality clauses where interns develop work product, increasing ownership disputes.
Not capturing consent to electronic records or failing to retain an audit trail, which can undermine e-signature enforceability.

Consequences of errors or omissions

I-9 Paperwork: $281–$2,789 per violation

Tax Reporting: 1099/W-2 penalties under IRC §6721

Worker Misclassification: Wage claims and back taxes

IP Disputes: Loss of ownership for deliverables

Confidentiality Breach: Potential contract and statutory liability

Recordkeeping Failures: Regulatory fines and audit exposure

Representative eSignature pricing for comparison

Compare baseline pricing and common capabilities when selecting an eSignature provider; signNow is listed first for parity in feature comparison.

	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	No	No	Yes, limited	Yes, limited
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No

Frequently asked questions about the Intern Employment Addendum

Answers to common legal, technical, and administrative questions when preparing, signing, and storing intern addenda.

Need help? Contact support

Are electronic signatures legally binding?
Yes. Electronic signatures are legally enforceable in the United States under the ESIGN Act (15 U.S.C. §7001) and UETA where adopted, provided intent, consent, attribution, and record retention requirements are met.
Do interns require a notarized addendum?
Not typically. Most intern addenda do not require notarization; check state-specific requirements if the document affects property, powers, or other matters that may require acknowledgement.
When must an I-9 be completed?
Employers must complete the I-9 within three business days of hire; retain the form for three years after hire or one year after termination, whichever is later (8 CFR §274a.2).
How should confidentiality and IP be handled?
Include clear confidentiality and IP assignment or license language in the addendum; have counsel review to ensure enforceability under applicable state law.
Can the addendum be amended later?
Yes, but amendments should be in writing, signed by both parties, and retained with the original addendum to maintain an audit trail of changes.
Where should signed addenda be stored?
Store signed PDFs in a secure HR record system with access controls and retention policies; ensure records can be reproduced per ESIGN retention requirements.

be ready to get more

Join over 28 million airSlate SignNow users

Sign Now