Employee of the Month Nomination Form
This Employment Contract (the "Contract") is entered into on [Effective Date] (the "Effective Date") by and between
[Employer’s name], [Who Employer], with a mailing address at [Address], [City], [State] [ZIP Code](hereinafter referred to as the "Employer"), and
[Employee’s name], an individual registered at [Address], [City], [State] [ZIP Code](hereinafter referred to as the "Employee"), collectively referred to as the "Parties" and individually as the "Party".
WHEREAS the Employee is fully authorized to work in the USA;
WHEREAS the Employer desires to retain the Employee’s services, and the Employee intends to render such services under the terms and conditions set forth herein;
NOW, THEREFORE, in consideration of the foregoing and of the mutual covenants and promises herein contained, and other good and valuable consideration, the Parties do hereby agree as follows:
START OF EMPLOYMENT. Employment will start on the Effective Date.
POSITION AND DUTIES. The Employee shall be employed as [Position](the "Position"). The Employee must perform all essential job functions and duties as specified in the Employer’s internal policies.
The Employee’s duties shall be as follows: [Duties](the "Duties and Responsibilities"). The Employer reserves the right to periodically modify the Employee’s Duties and Responsibilities as deemed necessary and appropriate, in line with the evolving needs of the Employer’s business.
The Employee agrees to make every effort to fulfill the Duties and Responsibilities. The Employee shall always comply with the Employer’s policies, rules, and procedures.
The Employer shall be entitled to all benefits, profits, or other related matters arising from the Employee’s work, services, and advice.
NO CONFLICTING OBLIGATIONS. The Employee represents and warrants to the Employer that they have no conflicting obligations or commitments, whether contractual or otherwise, that are inconsistent with the Employee’s obligations under this Contract.
WORK CONDITIONS. The Employer shall ensure the Employee is appropriately instructed and trained concerning tasks that the Employee will carry out. The Employer shall provide a safe and healthy work environment and shall not require the Employee to do work that subjects the Employee to health or safety hazards.
The Employer and all members and guests of the household shall treat the Employee in a just and humane manner and shall not allow the Employee to be subject to any form of abuse, harassment, or violence.
WORKING HOURS. The Employee is obligated to carry out the Duties and Responsibilities according to the following [Schedule Set Employee] schedule:
[What Is The Employees Working Schedule](collectively referred to as the "Normal Work Hours"). The Employer shall not mandate the Employee to work beyond the Normal Work Hours but may request such an arrangement subject to the Employee’s consent.
PAID TIME OFF. The Employee shall be eligible for the following paid time off:
- [Vacation] days for vacation. Unused vacation time from each year may accumulate following the Employer’s current personnel policy;
- [Sick leave] days of sick leave;
- [Personal leave] days for personal reasons.
Bereavement leave may be granted if necessary. The Employer reserves the right to modify any paid time off policies.
COMPENSATION. As compensation for the services provided, the Employee shall be paid a wage of $[Wage] [Employees Wage] and will be subject to a [Often Should Performance Review] performance review.
The Employer shall pay the Employee on the [Often Should Employee Be] basis. The payments shall be made according to the Employer’s regular payroll policies. All payments shall be subject to mandatory employment deductions (State and Federal Taxes, Social Security, Medicare).
MEDICAL CARE. The Employer shall ensure the Employee has access to medical care following the local law. The Employer shall provide the Employee with coverage for any injuries incurred while performing any of the Duties and Responsibilities covered by the terms of this Contract and will bear the costs associated with any related medical treatment.
The Employee may terminate employment immediately upon providing written notice to the Employer if the Employer becomes insolvent or files for bankruptcy.
The Employer is entitled to terminate the Contract for cause without prior written notice to the Employee in the following cases: [Termination Causes].
Upon termination, the Employee shall return all Employer’s property to the Employer.
The Employee shall be entitled only to the compensation, benefits, and reimbursements for the period preceding the effective date of the termination.
SEVERANCE PAY. If the Employer elects to terminate the Employee’s employment, the Employer shall pay the Employee one-time severance benefits of $[Severance pay] within [Number of days] days after the termination of employment. No severance benefits shall be provided if the Employee decides to terminate employment or if termination occurs for cause.
NON-COMPETITION. [Are Employees Noncompetition Obligations]. Upon termination of employment, the Employee will not solicit business from any of the Employer’s clients for a period of at least [Non-competition obligations period].
The Employee further covenants and agrees that the Employee shall not, during the non-competition period, lend the Employee’s credit or funds to establish or operate any business similar to or competitive with the Employer, nor provide advice, directly or indirectly, to any person, firm, association, corporation, or other business entity involved in such business.
Nothing contained herein does not restrict the Employee from acquiring stock or other securities of any corporation whose stock or securities are owned or traded on any public exchange or from investing in real estate.
CONFIDENTIALITY. The Employee will have access to confidential information belonging to the Employer. The Employee is not permitted to disclose this information to third parties. At all times and in any manner, whether directly or indirectly, the Employee shall not use, divulge, disclose, or communicate to any person, firm, or corporation any information containing any matters affecting or relating to the Employer’s business. This includes but is not limited to all information concerning customers, product pricing, or any other information considered confidential by the Employer, its manner of operation, plans, processes, or other data, without regard to whether all of the foregoing matters will be deemed confidential, material, or important. The Parties acknowledge that such information is valuable, special, and unique to the Employer’s business.
The Employee shall not disclose any terms or conditions of this Contract or give a copy of this Contract to any third party, except (a) when required by law or in any judicial proceeding, provided that the releasing Party has given the other Party reasonable notice of that requirement; (b) to the Party’s attorneys, accountants, brokers, and other consultants or advisers, provided they agree to be bound by this clause.
REMEDIES. Any breach or evasion of the terms of this Contract by either Party shall result in immediate and irreparable harm to the other Party, warranting the pursuit of injunctive relief or specific performance, along with all other legal or equitable remedies to which such injured Party may be entitled under this Contract. If any action is commenced to enforce any of the provisions of this Contract, the prevailing Party shall, in addition to other remedies, be entitled to recover reasonable attorney’s fees.
Either Party may change the registered mail or email address for receipt of notices by giving written notice to the other Party. All notices shall be deemed received on the day of delivery if sent by hand or courier service or on the third business day after the date of posting if sent by registered mail or email.
GOVERNING LAW AND DISPUTE RESOLUTION. This Contract shall be governed by and interpreted under the laws of the State of [Governing law], and any disputes resulting from or related to this Contract shall be exclusively resolved by the courts of the State of [Jurisdiction].
SEVERABILITY. The invalidity or unenforceability of any provision of this Contract shall not affect the validity or enforceability of any other provision of this Contract.
ASSIGNMENT. Neither Party may assign or transfer this Contract without obtaining prior written consent from the non-assigning Party, which approval shall not be unreasonably withheld.
ENTIRE AGREEMENT. This Contract is the complete and exclusive agreement between the Parties with respect to the subject matter hereof, superseding any prior agreements and communications, both written and oral, regarding such subject matter.
WAIVER. The failure of any Party to enforce a particular provision of this Contract shall not constitute a waiver of their right to enforce that provision in the future.
AMENDMENTS. This Contract may only be modified, or any rights under it waived, by a written document executed by both Parties.
BINDING EFFECT. This Contract shall be binding for the Parties.
IN WITNESS WHEREOF, the Parties have signed this Contract as of the Effective Date in [City], [County] County, State of [State].
Employer
________________
Signature
Employee
________________
Signature
What Is a Employee of the Month Nomination Form?
An Employee of the Month Nomination Form in the United States captures the structured information needed to complete the process it supports. It defines duties, remuneration, working hours, leave, and termination procedures binding employer and employee.
From a legal perspective, the nomination form and the underlying recognition program should be administered consistently to avoid claims of discrimination under Title VII of the Civil Rights Act (42 U.S.C. Section 2000e), the Age Discrimination in Employment Act (ADEA, 29 U.S.C. Section 621), and the ADA. If the Employee of the Month program includes monetary rewards, gift cards, or other tangible benefits, these may constitute taxable income under IRS guidelines (IRC Section 74) and must be reported on the employee's W-2 form. The IRS "de minimis fringe benefit" exclusion under IRC Section 132(e) applies only to items of minimal value like a certificate or plaque, not to cash or cash equivalents.
The nomination form captures the nominator's information, the nominee's details, the specific accomplishments or behaviors being recognized, the time period covered, and supporting examples or evidence. A transparent, criteria-based nomination process protects the organization from favoritism allegations and ensures that recognition is merit-based and equitable across departments, demographics, and job levels.
When Do You Need a Employee of the Month Nomination Form?
Organizations should implement Employee of the Month nomination forms whenever they establish or formalize a recurring employee recognition program. The form provides structure and consistency to what might otherwise be an ad hoc, subjective process vulnerable to accusations of favoritism or discrimination.
Use this form at the beginning of each nomination cycle, typically monthly. Distribute it to managers, supervisors, team leads, and in some programs, peers who wish to recognize a colleague's contributions. Some organizations restrict nominations to management to confirm quality control, while others encourage peer-to-peer nominations to foster a culture of recognition. The best approach depends on your organizational culture and the program's goals.
The form is particularly valuable in larger organizations where decision-makers may not have direct visibility into every employee's contributions. A structured nomination process ensures that employees in less visible roles, such as back-office staff, night-shift workers, or remote employees, receive equitable consideration.
Consider implementing this form when employee engagement surveys reveal dissatisfaction with recognition practices. Gallup data consistently shows that employees who feel unrecognized are twice as likely to resign within a year. A formal nomination process demonstrates that the organization values and acknowledges individual contributions.
Finally, use the nomination form to create a documented record of positive performance. These records are valuable during annual performance reviews, promotion decisions, and compensation adjustments. They also provide concrete evidence to counter claims that recognition practices are inconsistent or biased, which is especially important for EEOC compliance when recognition ties to tangible rewards.
What to Include in Your Employee of the Month Nomination Form
An effective Employee of the Month Nomination Form should contain the following components to confirm fairness, transparency, and legal compliance.
Nominator information identifies who is submitting the recommendation: the nominator's name, title, department, and relationship to the nominee (direct supervisor, peer, cross-functional colleague). This provides context for evaluating the nomination and helps prevent anonymous nominations that cannot be verified.
Nominee information captures the candidate's full name, job title, department, hire date, and supervisor. The hire date helps selection committees assess eligibility, as many programs require a minimum employment period before an employee can be nominated.
Nomination period specifies the month and year being recognized. This prevents nominations based on past accomplishments that may have already been recognized and ensures the program evaluates current performance.
Nomination criteria should be clearly defined and aligned with organizational values. Common criteria include exceeding performance goals, demonstrating leadership, improving processes, delivering exceptional customer service, supporting team members, and embodying company values. Providing defined criteria prevents the program from devolving into a popularity contest.
Specific accomplishments and evidence is the most important section. Nominators should describe concrete examples of the nominee's contributions, including quantifiable results where possible (e.g., increased sales by 15%, reduced processing errors by 40%, completed a project two weeks ahead of schedule). Vague statements like "great team player" are insufficient.
Impact description explains how the nominee's actions benefited the team, department, or organization. This helps selection committees compare nominations across different roles and departments.
Previous recognition history helps confirm equitable distribution. Some programs limit how often an individual can win to give more employees the opportunity for recognition. Tracking this prevents the perception that the program favors certain individuals.
A signature and date line from the nominator attests to the accuracy of the information provided.
Sources & Citations
Statutory citations link to official government sources.
- ADAUS – Cornell LII
- Age Discrimination in Employment ActUS – Cornell LII
- ADEAUS – Cornell LII
- Title VII of the Civil Rights ActUS – Cornell LII
Cite this page
Reference this free template in an article, syllabus, or research note:
Forms Legal. (2026). Employee of the Month Nomination Form (United States) [Legal document template]. Forms Legal. https://forms-legal.com/usa/employment/hr-forms/employment-contract-month-nomination
"Employee of the Month Nomination Form (United States)." Forms Legal, 2026, https://forms-legal.com/usa/employment/hr-forms/employment-contract-month-nomination.
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note = {Free legal document template. Based on Fair Labor Standards Act (29 U.S.C. §201-219)}
}Also available for these jurisdictions:
Frequently Asked Questions
A fixed-term employment contract is legally binding once both the employer and employee sign it and the basic requirements of a contract are met, including offer, acceptance, consideration, and lawful terms. The contract defines the terms of a fixed-term or month-to-month employment relationship, setting out the job duties, compensation, hours, and other conditions of employment. Most U.S. employment is at-will, meaning either party can end the relationship at any time for any lawful reason unless the contract provides otherwise, so a written contract can modify or clarify that default by specifying terms such as duration or termination conditions. The contract must comply with federal and state employment laws, including minimum wage and overtime rules under the Fair Labor Standards Act and anti-discrimination laws. Because the written agreement documents the terms both parties agreed to, it protects them by reducing disputes over pay, duties, and conditions. A clear, signed fixed-term employment contract that complies with applicable law sets enforceable expectations for the working relationship.
A fixed-term employment contract should include the job title and duties, the compensation and pay schedule, the work hours and location, the start date, and the terms governing the terms of a fixed-term or month-to-month employment relationship. It should address benefits if any are provided, the employment status (such as full-time, part-time, or temporary), confidentiality where sensitive information is involved, and the conditions and notice for termination. Depending on the role, it may include provisions on intellectual property, non-solicitation, and dispute resolution. The contract should comply with wage and hour laws, including overtime requirements for nonexempt employees under the Fair Labor Standards Act, and with applicable state employment laws. Because the contract defines the working relationship, clear terms on pay, duties, hours, and termination reduce misunderstandings. A well-drafted fixed-term employment contract gives both the employer and the employee a shared understanding of the job, the compensation, and the conditions under which the employment may end, protecting both parties.
A fixed-term employment contract is an agreement that employs a worker for a defined period or until a specific project is completed, rather than for an indefinite duration. Unlike at-will employment, which either party can end at any time, a fixed-term contract sets a start and end date, and the employment is expected to continue for that term unless the contract allows earlier termination. Such contracts are used for seasonal work, specific projects, temporary coverage, or roles tied to funding for a set period. The contract should state the term, the duties, the compensation, and the conditions, if any, under which either party may end it before the term expires, since ending a fixed-term contract early without a contractual right can expose a party to liability for the remaining term. When a fixed term ends, the employment generally concludes unless the parties renew or extend it, and a contract may convert to at-will or month-to-month if work continues without a new term. Because the defined duration distinguishes it from at-will employment, the fixed-term contract should clearly state the period and any early-termination terms.
Whether a fixed-term employment contract can be terminated early depends on its terms and on employment-at-will principles. In the United States, most employment is at-will, so absent a contract provision stating otherwise, either the employer or the employee can end the relationship at any time for any lawful reason, including no reason, as long as the termination does not violate anti-discrimination, retaliation, or other employment laws. A contract may modify this by specifying a term, requiring notice, or limiting termination to defined causes, in which case the parties must follow those provisions. Even at-will employment cannot be ended for illegal reasons, such as discrimination based on a protected characteristic or retaliation for protected activity. The contract should state the notice period and any severance or final-pay obligations on termination. Because the right to end the relationship turns on the contract terms and the at-will default, both parties should understand whether the fixed-term contract limits termination or leaves it at-will, and follow any notice or cause requirements it sets.
Yes, fixed-term employees are protected by wage and hour laws, and employers must comply with the Fair Labor Standards Act and applicable state laws regardless of what the contract says. The Fair Labor Standards Act requires payment of at least the federal minimum wage, and many states set higher minimums, so the contract's pay terms must meet the applicable minimum. Nonexempt employees must receive overtime at one and one-half times their regular rate for hours worked over 40 in a workweek, unless they qualify for an exemption based on their duties and salary. A contract cannot waive these protections, and provisions that pay less than the legal minimum or deny required overtime are unenforceable to that extent. State laws may add requirements on breaks, pay frequency, and final pay. Because wage and hour laws set a floor that contracts cannot undercut, a fixed-term employment contract must comply with minimum wage and overtime rules, and employers remain liable for back pay and penalties if they fail to meet these legal requirements.
This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer
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