New Hire Agreement
About this form
The New Hire Agreement is a legal document that outlines the terms and conditions of employment between an employer and a new employee. This agreement specifically protects the employer's proprietary information through clauses regarding noncompetition, non-solicitation, and confidentiality, among others. Unlike standard employment contracts, this agreement emphasizes safeguarding intellectual property and business interests from potential breaches by new employees.
Key components of this form
- Noncompetition Clause: Prevents the employee from working with competitors for one year after employment ends.
- Non-Solicitation Clause: Prohibits the employee from soliciting current employees or clients for one year after termination.
- Confidentiality Clause: Obligates the employee to keep proprietary information confidential during and after employment.
- Intellectual Property Assignment: Requires the employee to assign any IP created during employment to the employer.
- No Employment Guarantee: Clarifies that no specific duration of employment is promised and that employment remains at-will.
Situations where this form applies
This form should be utilized when a business is hiring a new employee who will have access to sensitive company information and proprietary materials. The New Hire Agreement is essential for protecting the company's interests, ensuring that the employee understands their responsibilities regarding confidentiality and competition. It is especially important in industries where trade secrets and customer lists are crucial to the companyâs success.
Who needs this form
This form is suitable for:
- Employers looking to protect their proprietary information.
- New employees in positions that involve access to confidential information.
- Businesses in competitive industries where safeguarding trade secrets is critical.
How to prepare this document
- Identify the employer's name, type of corporation, and principal office location.
- Specify the employee's role and the type of business they will be engaged in.
- Fill out the list of competitors as provided by the employer's human resources department.
- Enter the effective date of agreement and termination date if applicable.
- Ensure signatures are provided by both the employee and employer along with their printed names and titles.
Notarization guidance
This form usually doesn’t need to be notarized. However, local laws or specific transactions may require it. Our online notarization service, powered by Notarize, lets you complete it remotely through a secure video session, available 24/7.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Mistakes to watch out for
- Failing to specify the exact role of the employee, which can lead to ambiguity.
- Not updating the list of competitors, which can invalidate the noncompetition clause.
- Overlooking signature requirements, which makes the agreement unenforceable.
Why complete this form online
- Convenient access to the form from anywhere, allowing for easy completion and storage.
- Editability makes it simple to customize the agreement for specific business needs.
- Reliability, as the form is drafted by licensed attorneys to ensure legal soundness.
Legal use & context
- This agreement is enforceable in a court of law if properly executed.
- Terms should comply with state laws regarding noncompetition and non-solicitation.
- In some jurisdictions, overly broad restrictions may be deemed unenforceable.
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FAQ
Get it in writing. Keep it simple. Deal with the right person. Identify each party correctly. Spell out all of the details. Specify payment obligations. Agree on circumstances that terminate the contract. Agree on a way to resolve disputes.
If you didn't use a job description, take an hour to sit down and write out the duties you want your employee to perform. Be as specific as possible. The job description also should have included the target wage. You should consider whether or not you are paying a fair rate.
Submit a job requisition form to HR. Complete a background check. Review the schedule and job basics. Review job descriptions and duties. Complete all new hire forms. Prepare team introductions. Prepare their work environment. Prepare for new hire training.
Letter. A hand-written welcome letter is a nice touch to help your new hire feel welcome. Employee handbook. Employee information form. Financial forms (tax, direct deposit) Compensation and benefits information. Emergency contact information form. Company directory. Required uniforms or technology.
W-4 form (or W-9 for contractors) I-9 Employment Eligibility Verification form. State Tax Withholding form. Direct Deposit form. E-Verify system: This is not a form, but a way to verify employee eligibility in the U.S.
W-4 form (or W-9 for contractors) I-9 Employment Eligibility Verification form. State Tax Withholding form. Direct Deposit form. E-Verify system: This is not a form, but a way to verify employee eligibility in the U.S.
A hiring package is essentially a packet of employment-related forms and documents for the new employee, which is provided at the start of employment to help streamline the on-boarding process.
I-9 Employment Eligibility Verification completed. W-4 federal and state tax withholding forms completed. Workers' Compensation Time of Hire Pamphlet: Personal Chiropractor or Acupuncturist Designation Form and Personal Physician Designation Form. Sexual Harassment Pamphlet (DFEH-185P)
Title the employment contract. Give your employment contract a title so the person who reviews or signs the document understands what it is. Identify the parties. List the term and conditions. Outline the job responsibilities. Include compensation details. Use specific contract terms. Consult with an employment lawyer.