Can the agreement be e-signed?

Yes. Under the ESIGN Act (15 U.S.C. ch. 96) and state UETA laws, electronic signatures are generally legally binding for employment contracts. Exceptions such as certain notarized documents or wills apply. Ensure intent, consent, attribution, and record retention to meet the ESIGN legal test.

Which fields must be completed?

Complete all identification fields, effective date, position, compensation, and signature blocks. For I-9 and tax forms, provide required government IDs and W-4/W-9 information. Inaccurate names or missing tax IDs can delay payroll and trigger IRS backup withholding consequences.

When is notarization or witness required?

Most employment agreements do not require notarization. Notarization or witness requirements depend on state law or specific clauses (for example, certain equity grants or power-of-attorney provisions). Use RON only where state statutes permit remote notarization and confirm with the state notary commission.

How long should agreements be retained?

Retain executed employment agreements for at least three years for tax purposes (IRC §6501(a)). Healthcare-related records require six years under HIPAA (45 CFR §164.530(j)). Many employers retain records seven years for HR audit defensibility; verify industry rules.

Can I use a standard template?

Yes. A standard Puma Employment Agreement template provides consistency, but customize clauses for state law, job role, compensation structure, and industry regulations. Have counsel review restrictive covenant, IP assignment, and benefits language to ensure enforceability in relevant jurisdictions.

What if a signature is contested?

Preserve the audit trail showing signer identity, timestamps, IP addresses, and authentication method. Under ESIGN and UETA, these elements support attribution. If contested, collect contemporaneous acknowledgements or witness statements and consult counsel; notarization provides higher evidentiary weight in disputes.

Electronic Signature
Templates
HR
Puma Employment Agreement

Puma Employment Agreement

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

Puma Employment Agreement

This Employment Agreement (the Agreement) is entered into between Employer Name: and Employee Name: . The parties agree to the following terms and conditions of employment.

1. Personal Information

Full Legal Name Home Address Phone Email

2. Position and Compensation

Position/Title: Department:

Reporting Manager: Anticipated Start Date:

Salary / Compensation

Pay Frequency: Exempt: Non-Exempt:

Benefits (summary)

3. Duties and Work Location

Employee agrees to perform the duties and responsibilities customarily associated with the position set forth above and as assigned by the Employer. Primary work location:

Essential Duties and Responsibilities

4. Term and Termination

Employment is at-will and may be terminated by either party at any time, with or without cause or advance notice, except as otherwise required by applicable law. Nothing in this Agreement shall be construed to guarantee employment for any specific duration.

Severance (if any)

5. Confidentiality and Proprietary Information

Employee will have access to confidential, proprietary, and trade secret information. Employee agrees not to disclose such information during or after employment and will execute any additional proprietary rights agreements requested by Employer. All confidential information, documents, and materials produced by Employee in the scope of employment are the exclusive property of Employer.

6. Intellectual Property

Employee assigns to Employer all right, title, and interest in inventions, designs, developments, improvements, software, and works of authorship conceived or developed by Employee during the term of employment that relate to Employer's business or arise from Employee's duties. Employee agrees to cooperate with Employer to execute documents necessary to effectuate such assignment.

7. Non-Competition and Non-Solicitation

During employment and for a period of following termination, Employee shall not engage in or assist any business that is competitive with the Employer within the geographic area where Employer conducts business, as necessary to protect Employer's legitimate business interests, subject to applicable law and reasonable limitations described herein.

Non-Solicitation (employees/customers)

8. Background Check and Authorization

Employee authorizes Employer to investigate and verify all statements contained in Employee's application and this Agreement, to contact prior employers, references, and educational institutions, and to obtain criminal and credit background checks as permitted by law. Employee further certifies that all information provided is true and complete.

Authorization to Conduct Background Check: I authorize the Employer to conduct background checks and to obtain employment and education verifications.

9. Employment History

Previous Employer 1 — Company Name Title / Position Dates Employed Responsibilities Reason for Leaving Previous Employer 2 — Company Name Title / Position Dates Employed Responsibilities Reason for Leaving

10. Education

Highest Degree Institution Graduation Date

11. References

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

12. Legal Disclosures

At-Will Employment: Employment with Employer is at-will. Either party may terminate the employment relationship at any time, with or without cause or notice, subject to any express written agreement to the contrary signed by an authorized representative of Employer.

Equal Opportunity Employer: Employer does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, genetic information, or any other characteristic protected by applicable law. Reasonable accommodations will be provided as required by law.

13. Applicant Certification and Authorization

I certify that all information provided in this Agreement and any attachments is true and complete to the best of my knowledge. I understand that falsification or omission of material facts may constitute grounds for denial of employment or immediate termination.

Certification Acknowledgment: I certify the accuracy of the information provided and authorize the Employer to verify all statements.

14. Miscellaneous

Governing Law: This Agreement shall be governed by and construed in accordance with the laws of the state in which the Employee principally performs services for the Employer, without regard to conflict of law principles.

Entire Agreement: This Agreement, together with any incorporated agreements (including proprietary rights agreements and benefit documents), constitutes the entire agreement between the parties and supersedes all prior agreements and understandings, written or oral, relating to the subject matter herein.

Enforcement: If any provision of this Agreement is held invalid or unenforceable, the remaining provisions shall continue in full force and effect to the maximum extent permitted by law.

Employer Printed Name:

By:

Date:

Employee Printed Name:

Signature:

Date:

What the Puma Employment Agreement Covers

The Puma Employment Agreement is a standardized employment contract used by Puma to document terms between employer and employee. It covers position title, start date, compensation, benefits, working hours, confidentiality, intellectual property assignment, non-compete or non-solicitation clauses where permitted, termination provisions, and dispute resolution procedures. The form sets expectations for performance, compliance with company policies, and outlines severance or notice obligations if included. Employers and new hires use this agreement to reduce ambiguity and create a written record of mutually agreed obligations and rights under applicable state and federal law.

Why a Clear Agreement Matters

This agreement clarifies compensation, duties, and termination terms to reduce disputes and support compliance with workplace laws. A well-drafted Puma Employment Agreement protects both parties by documenting expectations, creates enforceable obligations under ESIGN/UETA when signed electronically, and aids recordkeeping for payroll and tax purposes.

Who Typically Completes This Form

Typical signers include HR professionals, hiring managers, and new employees who need a clear, written statement of employment terms before work begins.

HR and Talent Acquisition teams using the form for onboarding and compliance documentation.
Hiring managers who need to confirm role, duties, and reporting structure with candidates in writing.
Employees or contractors who must acknowledge pay, benefits, confidentiality, and post-termination obligations.

Maintain an executed copy in personnel records so HR, payroll, and legal teams can verify terms during audits or disputes.

Core Sections to Include in a Puma Employment Agreement

Core sections of a professional Puma Employment Agreement organize responsibilities, compensation, protections for confidential information, intellectual property assignment, termination processes, and dispute resolution in clear, enforceable clauses.

Position and Duties

Describe job title, reporting relationships, essential duties, regular working hours, remote or onsite expectations, and criteria for role changes. Be explicit to avoid scope disputes and to support FLSA classification and performance reviews.

Compensation

State base salary or wage, pay period, overtime eligibility, bonus structures, commissions, reimbursement policies, and timing of pay. Link to payroll policy and note any at-will pay adjustments or performance-based increases.

Benefits

Summarize eligibility and waiting periods for health insurance, retirement plans, paid time off, sick leave, and other employee benefits. Reference plan documents for full terms and describe employer contributions and enrollment steps.

Confidentiality

Define confidential information scope, obligations during and after employment, permitted disclosures, and required return or destruction of materials. Include duration and remedies for breach, consistent with trade secret protections.

IP Assignment

Specify that work product and inventions made within the scope of employment belong to the employer, describe assignment processes, and include any carve-outs for pre-existing inventions or academic exceptions.

Termination

State at-will employment if applicable, notice periods, causes for immediate termination, severance terms if any, final pay timing, and procedures for returning company property promptly.

Step-by-Step: Completing and Executing the Agreement

Follow these steps to complete and execute the Puma Employment Agreement accurately, whether using paper or an electronic signature workflow.

01

Prepare Document: Enter all required fields and attach exhibits.
02

Review Terms: Ensure compensation, duties, and dates are accurate.
03

Obtain Signatures: Collect signatures in required order and authentication level.
04

Store Records: Save executed copy and audit trail securely.

Configuring an Electronic Workflow

Configure an electronic workflow to place fields, assign signers, and enforce authentication and optional conditional rules for the Puma Employment Agreement.

Field	Configuration
Signing Order	Sequential or parallel signer order.
Authentication Level	Email link, SMS code, or ID verification.
Conditional Fields	Show role-specific clauses only when applicable.
Delivery Options	Email, signing link, or in-person kiosk.

Typical Electronic Execution Flow

The typical routing for e-execution includes upload, field placement, signer routing, authentication, signature capture, and automatic delivery of the executed Puma Employment Agreement.

Upload Document: Start with the final PDF or DOCX version.
Place Fields: Add signature, date, and initial fields for each signer.
Assign Signers: Enter email addresses and set signing order.
Collect Audit Trail: Retain IP, timestamps, and action history.

Technical and Integration Considerations

Electronic completion supports PDF/DOCX uploads, common integrations, and secure transmission standards required by employers and HR systems.

File Formats: PDF, DOCX, and fillable forms supported.
Integrations: Salesforce, NetSuite, Google Workspace, and Box.
Security Standards: TLS 1.2/1.3 in transit; AES-256 at rest.

Common Preparation Pitfalls

Incomplete fields such as missing start dates, unclear compensation terms, or absent signature lines cause delays in onboarding and payroll setup and may require re-execution.
Using non-standard clauses or ambiguous non-compete language can create unenforceability risks and expose the employer to litigation or statutory penalties in some states.
Mismatched names or incorrect tax IDs cause withholding errors, backup withholding triggers, and delays in issuing W-2 or 1099 forms at year end.
Failure to attach required policy exhibits, offer letters, or benefits summaries can nullify expectations and complicate compliance with ERISA or state benefit rules.

Key Legal Risks and Consequences

Unenforceable Clauses: Non-competes may be invalid in some states.

Tax Withholding: Incorrect TINs trigger backup withholding.

I-9 Violations: Fines $281–$2,789 per violation.

Misclassified Worker: Penalties and retro pay exposure.

Data Breach Risk: HIPAA and privacy fines possible.

Litigation Costs: Attorney fees and damages exposure.

Timing and Deadlines to Watch

Key timing considerations for completion, submission, and retention of the Puma Employment Agreement include start date alignment, payroll setup, and any statutory notices required by state law.

Provide Agreement Before First Day:

Deliver to employee prior to first day of work when possible.

Complete Payroll Setup by First Pay Cycle:

Submit W-4 and direct deposit info before payroll cutoff to avoid issues.

Complete I-9 Within Three Days:

Complete Section 1 by day one and Section 2 within three business days per DHS rules.

Retain Executed Agreement in Personnel File:

Keep a signed copy in the employee file for audit and reference; follow retention requirements.

Provide Notice of Material Policy Changes:

Notify employees in writing and obtain acknowledgment when changes affect employment terms or benefits.

Vendor Pricing and Feature Comparison for eSigning

Typical vendor pricing and feature availability for eSignature solutions used to sign Puma Employment Agreement documents. signNow appears first for comparison consistency.

	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	Varies	Varies	Varies
Bulk Send	Yes (Business Premium)	Varies	Varies	Varies	Varies
Audit Trail	Yes	Varies	Varies	Varies	Varies
Envelope Cap	No cap	100 envelopes/user/year	Varies	Varies	Varies

Frequently Asked Questions and Troubleshooting

Common questions about completing, signing, and storing the Puma Employment Agreement, including eSignature validity, required fields, and record retention best practices.

Need help? Contact support

Can the agreement be e-signed?
Yes. Under the ESIGN Act (15 U.S.C. ch. 96) and state UETA laws, electronic signatures are generally legally binding for employment contracts. Exceptions such as certain notarized documents or wills apply. Ensure intent, consent, attribution, and record retention to meet the ESIGN legal test.
Which fields must be completed?
Complete all identification fields, effective date, position, compensation, and signature blocks. For I-9 and tax forms, provide required government IDs and W-4/W-9 information. Inaccurate names or missing tax IDs can delay payroll and trigger IRS backup withholding consequences.
When is notarization or witness required?
Most employment agreements do not require notarization. Notarization or witness requirements depend on state law or specific clauses (for example, certain equity grants or power-of-attorney provisions). Use RON only where state statutes permit remote notarization and confirm with the state notary commission.
How long should agreements be retained?
Retain executed employment agreements for at least three years for tax purposes (IRC §6501(a)). Healthcare-related records require six years under HIPAA (45 CFR §164.530(j)). Many employers retain records seven years for HR audit defensibility; verify industry rules.
Can I use a standard template?
Yes. A standard Puma Employment Agreement template provides consistency, but customize clauses for state law, job role, compensation structure, and industry regulations. Have counsel review restrictive covenant, IP assignment, and benefits language to ensure enforceability in relevant jurisdictions.
What if a signature is contested?
Preserve the audit trail showing signer identity, timestamps, IP addresses, and authentication method. Under ESIGN and UETA, these elements support attribution. If contested, collect contemporaneous acknowledgements or witness statements and consult counsel; notarization provides higher evidentiary weight in disputes.

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