Employment Agreement Policy - HR Policies & Procedures

Employment Agreements Policy

Employment agreements may be used to define a particular employee’s terms and conditions of employment and to specify what that employee’s obligations are after the employment relationship has ended. These agreements are contracts that are binding on both the employer and employee. They are separate and distinct from employee handbooks, which are intended as guidelines for all employees and generally are not considered to be binding contracts. (See Functions of This Manual and Employment-At-Will.)
 
This policy will help an employer determine when it might be appropriate to have an employment agreement such as a noncompete agreement, retention agreement, nonsolicitation agreements and other such types of agreements.
 
Topics addressed include:
 
· Employment Agreements
· Authority for Employment Agreements
· Important Terms and Conditions
· Employee Benefits
· Patents, Inventions, and Copyrights
· Special Transfers and Foreign Assignments
· Noncompete Agreements
· Nonsolicitation Clauses
· Trade Secrets and Confidential Data
· Relocation Expenses
· Consulting Agreements
· Retention Agreements
· Change in Control Agreements
· Arbitration and Mediation
· Employee Review
· Applicability of State and Federal Law
· Guarantee of Term of Employment
· Patents, Inventions, and Copyrights
· Noncompetition Agreements
· Retirement Agreement
· Legal Status of Arbitration Provisions

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A note regarding copyright:
Our policies are intended to help organizations create their own personnel policies or handbooks for distribution internally. Accordingly, you may use the Model Policies verbatim or modify them to suit the culture of your organization. Since the policy is copyrighted, we are making a special exception for this particular use. However, the policies may not be used to create or update policies for any organization other than the one buying the policy. In other words, you can’t create policies or handbooks to offer to other organizations, either for profit or free of charge. This would be considered a direct violation of our copyright.

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