MAKE THE DOCUMENT WORK FOR YOUR SITUATION
About this employment contract
Record the job arrangement while making compensation, duties, work locations, leave, and separation terms clear enough to review against applicable employment rules.
When to use it
- Use for agreed employment terms where a fuller signed record is appropriate.
- Do not use an employment label or contractor label to replace analysis of the actual working relationship.
What to gather before completing it
- Identify the legal employer, work locations, duties, pay basis, schedule, and benefit eligibility.
- Review employee status and overtime treatment using actual duties and control, not title alone.
- Check state/local wage and leave obligations and any confidentiality, work-product, or restrictive provisions separately.
Common mistakes to avoid
- Assuming salary means exempt from overtime or calling ordinary controlled work independent contracting.
- Using a blanket at-will statement that conflicts with other promises or an applicable collective agreement.
- Copying benefits, leave, or noncompete terms from a different state without coverage review.
After you complete the document
- Give the employee the signed terms and actual policies or notices referenced.
- Maintain time and pay records and document later agreed changes.
- Review changes in location, duties, compensation, and law before relying on the original classification.
What the template includes
The online builder and downloaded documents use the same fields. A selected state can add relevant research prompts. Complete only applicable items; add explanations for exceptions rather than assuming a blank entry resolves them.
Document details4 inputs +
Set the date, jurisdiction, and your internal reference.
- Document date *
- US state *
- County
- Document reference
Work location & legal coverage5 inputs +
Record the actual facts, reviewed rule, and supporting references. No answer here certifies a waiver, exemption, restriction, or deadline as valid.
- States where work is actually performed
- Local workforce rules and official references
- Employer size and coverage facts reviewed
- Applicable collective agreement or representation
- Reviewed rule and dated source reference
Pay basis & actual duties5 inputs +
Record the actual facts, reviewed rule, and supporting references. No answer here certifies a waiver, exemption, restriction, or deadline as valid.
- Actual duties and authority used in classification review
- Employee status tests and factual basis reviewed
- Overtime exemption or nonexempt basis reviewed
- Current applicable minimum rate and work date reference
- Hours worked overtime and recordkeeping procedure
Employment details19 inputs +
Use accurate facts and apply your organization’s policies consistently.
- Employer legal name *
- Employee legal name *
- Job title *
- Department
- Reports to
- Start date *
- Work location *
- Duties and responsibilities *
- Employment arrangement
- Wage-hour classification, after review
- Work hours and schedule *
- Base pay and pay frequency *
- Overtime arrangements
- Bonus / commission terms
- Benefits and eligibility
- Leave and holiday policy
- Confidentiality duties
- Work product ownership
- Separation and notice arrangements
Additional details & signing7 inputs +
Add attachments, exceptions, and the names of authorized signers.
- Attachments / supporting records
- Exceptions / additional terms
- First signer printed name
- First signer title
- Second signer printed name
- Second signer title
- Signing date
Practical tips
- Be specific. A clear description is easier to verify than a broad label.
- Download Word if you need to add an attachment or adjust the layout.
- Keep the completed document and supporting records together.
Before signing or submitting
Employment, wage, leave, privacy, and separation requirements depend on location and circumstances. Verify the applicable rules and avoid including unnecessary medical or sensitive information.