Can this agreement be signed electronically?

Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA where adopted. Exceptions (wills, certain court filings) may apply; confirm the transaction is not excluded by statute.

Are witnesses or notary signatures required?

Most states do not require witnesses for standard service contracts, but certain jurisdictions or specific clauses may. Check state law for deeds, POAs, or where statute requires notarization for specific acts.

What level of signer authentication is recommended?

Use at least email confirmation or SMS code for routine agreements. For higher-risk transactions, consider multi-factor or identity-proofing methods to strengthen attribution and reduce repudiation risk.

How do I amend the agreement after signing?

Create a written amendment signed by all parties or execute a new agreement. Document the effective date of the amendment and retain prior versions for audit purposes.

What records should we keep after termination?

Retain the final signed agreement, incident reports, and payroll records per retention policies noted above, and meet federal standards such as IRC §6501(a) and HIPAA retention where applicable.

If a signature is disputed, what evidence helps?

An audit trail showing signer email, IP address, timestamp, and the consent record supports attribution. Stronger evidence includes identity-proofing or certified digital signatures.

Electronic Signature
Templates
HR
On Call Manager Agreement

On Call Manager Agreement

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

ON CALL MANAGER AGREEMENT

Parties and Effective Date

This On Call Manager Agreement (the Agreement) is entered into between Employer Name: with principal address and Manager Name: .

Effective Date:

Personal Information (Manager)

Full Legal Name Employee ID (if applicable) Address Phone Email

Position Information

Job Title Department Reporting Manager Anticipated Start Date Base Salary / Rate

Employment History (Most Recent)

Employer 1 — Company Name Employer 1 — Title Employer 1 — Dates Employed Employer 1 — Primary Responsibilities Employer 1 — Reason for Leaving

Employment History (Prior)

Employer 2 — Company Name Employer 2 — Title Employer 2 — Dates Employed Employer 2 — Primary Responsibilities Employer 2 — Reason for Leaving

Education

Highest Degree Institution Graduation Date

References (Professional)

Reference 1 — Name Reference 1 — Phone Reference 1 — Email Reference 1 — Relationship Reference 2 — Name Reference 2 — Phone Reference 2 — Email Reference 2 — Relationship Reference 3 — Name Reference 3 — Phone Reference 3 — Email Reference 3 — Relationship

On-Call Duties and Schedule

Assignment: Manager agrees to be available for on-call duty as assigned in the On-Call Schedule maintained by Employer. Typical on-call rotation frequency:

Response Time Requirement: Manager must acknowledge initial contact and be available to respond within minutes of notification, unless otherwise pre-approved in writing by Employer.

While on-call, Manager must remain fit for duty and refrain from activities that would materially impair the ability to perform assigned responsibilities. Manager shall maintain required contact devices (e.g., phone, pager) and provide current contact information:

Primary Contact During On-Call

Compensation for On-Call Time

Stipend for on-call availability: Employer will pay a stipend of per on-call period unless otherwise specified in writing.

Call-back pay: If Manager is called back to perform work while on-call, Employer will compensate at an hourly rate of with a guaranteed minimum of hours per call-back.

Overtime and non-exempt status will be administered in accordance with applicable law. Manager acknowledges receipt of and understanding of Employer policies regarding overtime authorization prior to performing call-back work.

Recordkeeping and Reporting

Manager shall record all hours worked, call-backs, travel time, and expenses in Employer's timekeeping system within the payroll deadline. Inaccurate or false reporting is grounds for disciplinary action up to and including termination.

Equipment and Expenses

Employer will provide necessary communication equipment as agreed. Employer will reimburse reasonable, documented expenses incurred while responding to on-call assignments in accordance with Employer's reimbursement policy.

Confidentiality and Conflict of Interest

Manager will maintain confidentiality of proprietary information obtained during on-call duties and will not use such information for personal gain. Manager will disclose any actual or potential conflicts of interest to Employer promptly.

Termination; Amendment; Governing Law

This Agreement may be terminated by either party with written notice. Termination does not affect Employer's obligation to pay compensation earned prior to termination. This Agreement may be amended only by a written instrument signed by both parties. This Agreement will be governed by the laws of the jurisdiction in which Employer's principal place of business is located.

At-Will Employment and Equal Opportunity

Nothing in this Agreement modifies any at-will employment relationship unless expressly stated in a separate, signed written agreement. Employer is an equal opportunity employer and prohibits discrimination and harassment on the basis of protected characteristics.

Acknowledgements, Certifications, and Authorizations

I certify that the information provided in this document is true and complete to the best of my knowledge. I authorize Employer to contact the references and prior employers listed above and to conduct background checks relevant to the duties of an on-call manager, subject to applicable law.

I certify that all information provided is true and complete and that I authorize the specified verifications.

Classification and Acknowledgement of Pay Practices

Manager classification: Exempt Non-exempt

Manager acknowledges receipt and review of the on-call pay structure described above and Employer policies regarding timekeeping and overtime.

Additional Terms and Special Provisions

Special Provisions (if any)

Acknowledgment of Policy Receipt

By signing below, Manager acknowledges receipt of this Agreement, agrees to comply with its terms while on on-call duty, and understands the on-call compensation and reporting requirements set forth herein.

Employer (Printed Name):

By:

Date:

Manager (Printed Name):

By:

Date:

What the On Call Manager Agreement Is and When It Applies

An On Call Manager Agreement is a written contract assigning responsibility for on-call duties, response expectations, compensation, and escalation procedures between an organization and an individual or third-party manager. It defines scope of duties, hours covered, contact and backup arrangements, performance standards, and how incidents are documented. The agreement also allocates liability, sets the governing law and dispute resolution process, and identifies termination rights and notice periods. Use this agreement when an employer or service buyer requires a designated manager to be available outside regular hours for operational continuity and emergency response.

Why a Clear Written Agreement Matters

A precise On Call Manager Agreement reduces ambiguity about duties, response times, compensation, and liability, protecting both parties and facilitating enforceability. It supports operational readiness and helps meet regulatory or client contract obligations where after-hours coverage is required.

Who Typically Completes and Signs This Agreement

The following profiles commonly prepare, review, or sign On Call Manager Agreements in organizational settings.

IT operations managers and service providers who accept incident response responsibilities and escalation duties outside normal business hours.
HR representatives or legal counsel who review pay, overtime, and liability clauses for staff placed on call.
Facilities, maintenance, or vendor managers responsible for service-level compliance and emergency physical response.

Ensure the signer matches the authority described in the agreement (employee, contractor, or vendor representative) and that the organization retains a signed original for records.

Step-by-step: How to Complete an On Call Manager Agreement

Follow a consistent completion order to reduce errors: identify parties, define duties and hours, set compensation, add escalation procedures, and confirm signatories.

01

Identify Parties: Enter legal names of organization and manager exactly.
02

Describe Duties: Define specific tasks, response windows, and service levels.
03

Set Compensation: Specify on-call pay, overtime, and payment timing.
04

Sign and Date: All parties sign and date in the signature block.

Typical workflow for assigning and executing on-call duties

A standardized workflow clarifies responsibilities from assignment through incident resolution and recordkeeping.

Assignment: Organization documents the on-call period and sends assignment notice.
Acknowledgement: Manager confirms acceptance in writing or electronic signature.
Incident Response: Manager follows escalation steps and documents actions.
Closeout: Submit incident report and claim compensation if applicable.

Configuring an online on-call workflow

When using an eSignature platform or HR system, map fields to the workflow steps below to automate routing and record capture.

Field	Configuration
Assignment Date	Auto-fill from schedule management system
Signature Block	Require signer name, date, and role
Incident Report Link	Attach form for post-incident submission
Payroll Trigger	Flag transactions for on-call stipend processing

Digital signing and automation considerations

Confirm platform capabilities before using an electronic version: audit trail, secure storage, and signer authentication methods are essential.

Document Formats: PDF and DOCX supported
Authentication: Email, SMS code, or advanced methods
Integrations: HR and payroll systems

Choose an eSignature solution that supports audit trails, secure storage, and the authentication level required by your industry and governing law.

Essential clauses to include in a professional On Call Manager Agreement

Include clauses that clearly assign responsibilities, compensation, response expectations, and legal protections to reduce disputes and support enforcement.

Scope of Services

Describe tasks the manager must perform while on call, response methods, and any prohibited activities to prevent misaligned expectations.

Hours and Coverage

Specify on-call windows, time zones, rotation rules, and how coverage gaps are handled to ensure continuous coverage.

Compensation

Detail stipend, hourly rates, overtime, incident fees, and timing of payments so payroll teams can process claims correctly.

Escalation Procedure

Define severity levels, contact chains, response SLAs, and external vendor escalation to ensure consistent incident handling.

Liability and Indemnity

Allocate responsibility for damages, third-party claims, and insurance requirements to reduce organizational exposure.

Termination and Notice

Set termination rights, required notice periods, cure windows, and post-termination obligations for orderly transitions.

Required information to collect and store with the agreement

Party Names: Full legal names

Contact Details: Phone and email

Schedule: On-call hours and time zone

Compensation: Rate and payment terms

Escalation List: Ordered contacts

Signatures: Signed and dated records

Key risks and legal consequences of an incomplete or incorrect agreement

Tax Penalties: IRC §6721 penalties for incorrect information returns.

Wage Claims: Overtime disputes and wage-and-hour liability.

HIPAA Violations: Civil penalties under 45 CFR §164 if PHI mishandled.

Contract Disputes: Ambiguity can void key obligations or damages.

Notarization Defect: Improper notarization can hinder enforceability.

Wrong Signer: Improper attribution risks unenforceable signature.

Common mistakes to avoid when preparing this agreement

Leaving on-call hours undefined or failing to state the time zone, which creates confusion about when the manager is obligated to respond.
Failing to specify whether the stipend is inclusive of overtime or in addition to regular pay, opening the employer to wage disputes.
Using vague escalation language without contact order or SLAs, which can delay critical incident responses and increase downtime.
Not retaining a signed, tamper-evident record or failing to capture signer attribution and timestamp for auditability.

Typical timelines, notice periods, and processing expectations

Establish and document specific deadlines and notice requirements in the agreement so both parties know timing expectations and administrative steps.

Acknowledgement Deadline:

Manager must accept assignment within 48 hours of notice.

Response SLA:

Initial response within 30 minutes for critical incidents.

Payment Timing:

Stipends paid within next payroll cycle following claim.

Amendment Notice:

Thirty days' written notice typically required for contract changes.

Record Requests:

Provide incident reports within five business days.

Key milestones from assignment to closeout

Track these numbered milestones so operational teams can monitor assignment progress and verify contractual compliance.

01

Assignment Issued

Organization publishes on-call schedule and notifies designated manager.

02

Acceptance Confirmed

Manager acknowledges assignment in writing or electronically.

03

Active Coverage

Manager remains available and responds per SLAs during assigned shifts.

04

Post-Incident Closeout

Manager submits incident report and compensation claim within specified period.

Selected eSignature vendor comparison for signing and storing agreements

Compare baseline pricing and core capabilities for common eSignature vendors. signNow appears first per platform-specific considerations; verify vendor details before purchase.

	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 trial	Varies	Varies	Varies	Varies
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 On Call Manager Agreement

Answers to common execution, enforceability, and retention questions for organizations using this agreement.

Need help? Contact support

Can this agreement be signed electronically?
Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA where adopted. Exceptions (wills, certain court filings) may apply; confirm the transaction is not excluded by statute.
Are witnesses or notary signatures required?
Most states do not require witnesses for standard service contracts, but certain jurisdictions or specific clauses may. Check state law for deeds, POAs, or where statute requires notarization for specific acts.
What level of signer authentication is recommended?
Use at least email confirmation or SMS code for routine agreements. For higher-risk transactions, consider multi-factor or identity-proofing methods to strengthen attribution and reduce repudiation risk.
How do I amend the agreement after signing?
Create a written amendment signed by all parties or execute a new agreement. Document the effective date of the amendment and retain prior versions for audit purposes.
What records should we keep after termination?
Retain the final signed agreement, incident reports, and payroll records per retention policies noted above, and meet federal standards such as IRC §6501(a) and HIPAA retention where applicable.
If a signature is disputed, what evidence helps?
An audit trail showing signer email, IP address, timestamp, and the consent record supports attribution. Stronger evidence includes identity-proofing or certified digital signatures.

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