Can an intern sign electronically?

Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. §7001) and UETA when parties consent; ensure the record can be retained and reproduced.

Is a guardian signature required for minors?

Often yes. State child labor and contract laws may require parental or guardian consent for minors; check applicable state labor statutes before placement.

Do unpaid internships need the same agreement?

Yes. Written terms clarifying educational objectives, supervision, and lack of compensation reduce misclassification risk and support compliance with wage laws.

When is a notary required?

Not typical for internship agreements. Notarization is only necessary if a specific state or benefit requires a sworn acknowledgment or if the agreement references notarized attachments.

What verification is required for I-9?

Employers must complete Form I-9 verification within three business days of hire; retain supporting documents per 8 CFR §274a.2 requirements.

How should signed agreements be stored?

Store in a secure system with an audit trail and tamper-evident storage; maintain retention periods consistent with IRS and industry rules.

Electronic Signature
Templates
HR
Internship Agreement for FOL Intern

Internship Agreement for FOL Intern

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

Internship Agreement for FOL Intern

Parties and Effective Date

This Internship Agreement ("Agreement") is entered into between Organization Name: with principal address ("Organization"), and Intern Name: .

Effective Date:

Personal Information

Full Legal Name Address Phone Email

Position Information

Internship Title Department Reporting Manager

Term Commencing: Term Ending:

Compensation and Academic Credit

This internship is: Paid Unpaid For Academic Credit

If paid, rate of pay (per hour or stipend) Payment Schedule

Hours, Location, and Duties

Expected hours per week: Work location:

Primary Duties and Learning Objectives

Confidentiality, Intellectual Property, and Records

Intern will have access to confidential information. Intern agrees to hold strictly confidential and not to disclose, use, or permit the use of Organization confidential information except as necessary to perform duties under this Agreement. All inventions, discoveries, developments, improvements, designs, works of authorship, and other intellectual property created by Intern arising out of or related to the internship are the sole and exclusive property of Organization. Intern assigns to Organization all rights, title, and interest in such intellectual property and will execute documents necessary to effectuate such assignment.

I acknowledge and agree to the confidentiality and intellectual property provisions above.

Background Check and Authorization

Intern authorizes Organization to conduct background checks, reference checks, and verification of information provided in this Agreement and in any application materials. Intern releases Organization from liability for obtaining such information and agrees that any offer is contingent on satisfactory completion of any required background checks.

I authorize background checks and employment/education verification as described above.

Legal Terms

At-Will: Intern acknowledges that the internship may be terminated at any time by either party for any reason. Nothing in this Agreement shall be construed to create any contract of employment for a definite term or to alter the at-will nature of any employment relationship that may arise after the internship.

Equal Opportunity: Organization is an equal opportunity organization and provides equal opportunities to all interns and applicants without regard to protected characteristics.

Termination: Organization may terminate this Agreement immediately for cause, including breach of confidentiality, dishonesty, or misconduct. Upon termination, Intern will return all Organization property and confidential materials.

Indemnification and Liability: Intern agrees to indemnify Organization for claims arising from Intern's negligence or willful misconduct. Organization does not provide workers' compensation for interns except where required by law; Intern should maintain personal insurance as appropriate.

Governing Law: This Agreement will be governed by the laws of the state of without regard to its choice-of-law principles.

Severability: If any provision is held invalid, the remainder of the Agreement will remain in effect.

Employment History

Employer 1 — Company

Responsibilities Employer 2 — Company

Responsibilities

Education

Degree Institution

Graduation Date:

References (Professional)

Reference 1 Reference 2 Reference 3

Applicant Certification and Authorizations

I certify that all information provided in this Agreement and any accompanying documents is true, complete, and accurate to the best of my knowledge. I understand that falsification or omission of material information may result in withdrawal of an offer or termination of the internship. I authorize Organization to contact references, prior employers, and educational institutions to verify information.

I certify the statements above and authorize contact and verification.

Miscellaneous

Entire Agreement: This Agreement constitutes the entire agreement between the parties relating to the internship and supersedes all prior agreements and understandings. Modification must be in writing and signed by both parties.

Intern - Print Name:

By:

Date:

For FOL - Print Name:

By:

Date:

What the Internship Agreement for FOL Intern Covers

The Internship Agreement for FOL Intern is a written contract that documents the terms of an internship relationship between the host organization and a Field Operations/Front Office Learning (FOL) intern. It clarifies start and end dates, duties, supervision, compensation or stipend, confidentiality expectations, intellectual property assignment when applicable, and conditions for termination. The agreement helps set clear responsibilities for the intern and host while reducing misunderstandings about hours, workspace safety, training, and any required background checks or credentialing prior to placement.

Why a Formal Agreement Matters for FOL Internships

A written internship agreement protects both parties by documenting expectations, legal status, and compliance obligations such as wage law and privacy rules. It also creates measurable onboarding steps and a basis for performance review.

Who Typically Prepares and Signs This Agreement

Organizations and individuals who rely on clear onboarding—HR teams, hiring managers, university career centers, and legal counsel—commonly prepare this agreement.

Small and mid-size employers who need consistent intern onboarding and liability protection.
Universities and internship coordinators arranging credit-bearing placements or cooperative education.
Supervisors and department heads responsible for day-to-day intern training and evaluation.

The agreement is also used by interns and, when minors are involved, by parents or legal guardians to confirm consent and understand obligations.

Core Sections to Include in a Professional Internship Agreement

A robust agreement balances operational clarity with legal protections. Include sections that define the relationship, duties, compensation, supervision, confidentiality, and termination to avoid disputes and ensure regulatory compliance.

Parties

Identify the legal name of the host organization and the intern, including any school or sponsoring entity, and specify representative contacts for both sides.

Term and Schedule

State the start and end dates, expected weekly hours, remote versus on-site work, and any required orientation or training milestones.

Duties and Supervision

Describe responsibilities, reporting relationships, key deliverables, evaluation intervals, and the primary supervisor assigned to the intern.

Compensation & Expenses

Specify stipend, hourly pay, or unpaid status; outline reimbursement policies for approved expenses and any tax or withholding responsibilities.

Confidentiality & IP

Include confidentiality obligations, ownership or assignment of inventions or work product, and any limits on reuse or publication of materials.

Termination & Liability

Detail grounds for early termination, notice requirements, return of property, and any indemnification or limitation of liability provisions.

Step-by-Step: Completing the Internship Agreement for FOL Intern

Follow these steps in order to prepare, review, and execute a compliant internship agreement.

01

Draft: Populate party names, dates, duties, and compensation fields clearly.
02

Review: Have HR or legal confirm wage classification and privacy language.
03

Obtain Approvals: Secure signatures from the supervisor, HR representative, and intern (or guardian).
04

Store: Save executed copies in secure records with audit trail and retention metadata.

Configuring an Online Workflow for the Agreement

Set up a simple electronic workflow to route the agreement for signature, verification, and secure storage.

Field	Configuration
Signer Order	Intern → Supervisor → HR
Authentication	Email link with optional SMS code
Required Fields	Name, signature, date, guardian signature when minor
Storage Location	Secure document repository with audit trail

Where to Send and File the Executed Agreement

Route the signed agreement to the appropriate operational and compliance recipients to complete onboarding and maintain records.

Intern: Provide a signed copy for the intern's personal records.
Human Resources: Store in the employee/intern personnel file for payroll and compliance.
Department Supervisor: Retain a copy in departmental onboarding records for performance tracking.
Academic Sponsor: If academic credit applies, send a copy to the university career center or faculty sponsor.

Digital Signing and eSubmission Requirements

Use a secure eSignature workflow that preserves an audit trail, authenticates signers, and stores an immutable copy.

Document Formats: PDF or DOCX accepted
Authentication: Email + SMS or stronger methods
Integrations: Connect to HRIS or cloud storage

Confirm the chosen platform supports ESIGN and UETA consistency, and retain evidence of consent and completion for the record.

Key Timing and Deadline Considerations

Track critical dates related to onboarding, eligibility checks, and mandatory verifications to remain compliant with federal rules and organizational policies.

Effective Date:

When obligations begin; use MM/DD/YYYY format

Start Date:

Intern's first scheduled workday

I-9 Verification:

Complete within 3 business days of hire (8 CFR §274a.2)

W-9 / TIN:

Collect upon request for paid stipends or contractor classification

Record Retention:

Store executed agreement per retention policy and legal requirements

Common Mistakes to Avoid

Failing to state whether the position is paid or unpaid, creating wage and classification risk.
Using vague duty descriptions that make supervision and performance assessment difficult to enforce.
Forgetting guardian consent when placing minors, which can invalidate part of the agreement.
Not retaining a signed audit trail for electronic signatures, complicating future disputes or audits.

Potential Risks and Consequences of Errors

Wage Claims: Back pay exposure

I-9 Violations: Civil fines

Tax Withholding: Backup withholding risk

Privacy Breach: HIPAA/FERPA exposure

Invalid Signature: Enforceability questions

Misclassification: Labor department penalties

Required Information to Collect and Record

Intern Name: Full legal name

Date of Birth: MM/DD/YYYY when verifying age

Employer Details: Legal entity and dept

Compensation: Stipend or paid status

Supervisor: Name and contact

Signature Date: MM/DD/YYYY format

Practical Examples of Agreement Use

Two typical scenarios illustrate how organizations adapt the internship agreement to operational needs.

University Internship Placement

A university career center coordinates an on-site FOL placement for a student, clarifying hours and credit requirements.

The host department assigns a supervisor and milestone deliverables.
The agreement is shared with the student and school; signatures confirm academic credit eligibility and specify insurance and confidentiality terms before start.

Small Nonprofit Onboarding

A nonprofit creates a short-term unpaid internship to provide experience with member services.

The agreement lists duties, supervision, and reimbursement policy for travel.
Signatures from the intern and nonprofit director establish expectations and protect the organization from misclassification claims while documenting training outcomes.

eSignature Pricing Comparison Relevant to Internship Agreements

Compare basic pricing and feature availability to choose an eSignature plan that supports secure routing, audit trails, and, where required, HIPAA compliance.

	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 card	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 Internship Agreement for FOL Intern

Answers to common legal, operational, and technical questions when preparing or executing the internship agreement for FOL interns.

Need help? Contact support

Can an intern sign electronically?
Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. §7001) and UETA when parties consent; ensure the record can be retained and reproduced.
Is a guardian signature required for minors?
Often yes. State child labor and contract laws may require parental or guardian consent for minors; check applicable state labor statutes before placement.
Do unpaid internships need the same agreement?
Yes. Written terms clarifying educational objectives, supervision, and lack of compensation reduce misclassification risk and support compliance with wage laws.
When is a notary required?
Not typical for internship agreements. Notarization is only necessary if a specific state or benefit requires a sworn acknowledgment or if the agreement references notarized attachments.
What verification is required for I-9?
Employers must complete Form I-9 verification within three business days of hire; retain supporting documents per 8 CFR §274a.2 requirements.
How should signed agreements be stored?
Store in a secure system with an audit trail and tamper-evident storage; maintain retention periods consistent with IRS and industry rules.

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