At-Will Employment Agreement

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Parties & Jurisdiction›Position›At-Will & Term…

Parties & Jurisdiction12 questions

1. What is the employer's full legal name?

2. What type of legal person is the employer?

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3. What is the employer's principal business address?

4. What is the employee's full legal name?

5. What is the employee's address?

6. Is the worker being hired as an employee rather than an independent contractor?

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7. In what state or jurisdiction will the employee primarily perform work?

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8. What is the employee's work arrangement?

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9. What date should this agreement become effective?optional

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10. Is this agreement for a new hire, an existing employee, a promotion/transfer, or a rehire?

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11. Does the employer operate under a DBA, trade name, affiliate, PEO, or payroll entity that should be referenced?optional

12. What email address will be used for notices, e-signature delivery, and policy distribution?optional

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Position6 questions

13. What is the employee's job title?

14. Describe the employee's primary duties and responsibilities.

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15. Who does this employee report to? (supervisor name and/or title)optional

17. Is this a full-time, part-time, temporary, seasonal, intern, or fixed-term position?

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18. What department, business unit, or team will the employee work in?optional

19. What is the employee's role level or officer/executive status?

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At-Will & Term5 questions

16. What is the employee's start date?

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20. Is employment intended to be at-will with no fixed term, or for a specified term?

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21. How should the at-will statement be included in this agreement?

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22. Will there be an introductory, orientation, or training period at the start of employment?

23. Does the employer have an employee handbook that applies to this employee?

Compensation11 questions

24. What is this employee's FLSA (Fair Labor Standards Act) classification - exempt or non-exempt?

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25. How is the employee paid?

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26. Confirm: the offered pay rate has been reviewed against applicable federal, state, and local minimum wage and exempt-salary thresholds.

27. How frequently will the employee be paid?

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28. Is a state-required new-hire wage notice or pay-rate notice required?optional

29. Will the role be posted or offered in a state requiring pay range disclosure?optional

30. Will the employer ask about or rely on salary/wage history?optional

31. Will the employee receive commissions?

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32. What bonus or incentive eligibility applies? (Select all that apply)

33. Will any bonus, commission, draw, training cost, relocation payment, or other amount be clawed back or deducted?optional

34. What regular payday and payment method will apply?optional

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Benefits & Leave4 questions

35. Which benefits will the employer provide? (Select all that apply)

36. How does the employer handle PTO / paid leave?

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37. Is paid sick leave required in the employee's work state or locality?optional

38. Is state paid family or medical leave required?optional

Hours & Time3 questions

39. Will the employee be non-exempt or otherwise subject to meal/rest break rules?optional

40. What regular work schedule, shift, or core hours will apply?optional

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41. How many hours per week is this position expected to work?optional

Work Location & Expenses4 questions

42. How will the employer handle business expense reimbursement?

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43. What is the primary work location address?

44. Does this position require travel?

45. Will the employer provide equipment (computer, phone, tools, etc.) to the employee?

IP & Confidentiality5 questions

46. How should employee work product and inventions be assigned to the employer?

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47. What types of information should be covered by the confidentiality obligation?

48. Should the agreement include the DTSA whistleblower immunity notice?optional

49. Should confidentiality, non-solicit, arbitration, and other restrictions preserve whistleblower, agency, and protected concerted activity rights?optional

50. May the employee use open-source software, AI-generated content, or third-party materials in their work, and under what rules?optional

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Restrictive Covenants5 questions

51. What type of post-employment competitive restriction, if any, applies?

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52. Will this agreement include a non-solicitation restriction (customers and/or employees)?

53. Will you restrict the employee from working for other employers during employment?

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54. During any notice period, may the employer place the employee on "garden leave" (pay without active duties)?

55. Will the agreement include a non-disparagement clause?optional

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Hiring & Screening6 questions

56. Will a background check be conducted as a condition of employment?

57. What type of drug / alcohol testing will apply?

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58. Will the employer complete Form I-9 and verify work authorization for this hire?

59. Is E-Verify required because of state law, federal contract, or employer policy?optional

60. Does this role require any professional license, certification, degree, security clearance, or driving eligibility?optional

61. Should the employee represent that their application materials are accurate and that taking this job will not violate any prior obligation?optional

Separation6 questions

62. How much advance notice is expected from the employee if they resign?

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63. Will the employer provide any notice or pay in lieu before termination?

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64. What severance arrangement, if any, will apply?

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65. When will final wages, commissions, bonuses, reimbursements, and accrued PTO/vacation be paid?

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66. Will the employee have post-employment cooperation obligations (for litigation, audits, or transition matters)?optional

67. What reference and employment-verification policy will apply after separation?optional

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Dispute Resolution4 questions

68. How will employment disputes be resolved?

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69. Where will disputes be filed or arbitrated?optional

70. Should the agreement include an attorney-fee clause?optional

71. What state law should govern this agreement?optional

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Execution8 questions

72. What company property, records, devices, credentials, and confidential information must be returned on separation?optional

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73. Should unenforceable provisions be severed, narrowed, or reformed by a court?

74. Should the agreement include an integration / entire-agreement clause, and what other documents should be preserved alongside it?

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75. Should modifications to this agreement be required to be in writing and signed by both parties?

76. Will this agreement be signed electronically?

77. Which obligations should expressly survive termination of employment? (Select all that apply)optional

78. May the agreement be signed in counterparts and delivered by PDF, email, or e-signature platform?optional

79. Should the employee acknowledge they had the opportunity to review the agreement, ask questions, and consult with counsel before signing?optional

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Required - please read and check this box to generate:ArtiEsq provides self-help legal information and document automation. ArtiEsq is not a law firm, does not provide legal advice, and use of this product does not create an attorney-client relationship. You are responsible for reviewing the document and determining whether you should consult a licensed attorney for legal advice about your specific situation.

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