An employer may terminate his employment relationship with the employee at any time during the probationary period without giving reasons and without severance or severance pay. It may contain information on remuneration (salary), holidays, job description and obligations, probationary periods, confidentiality obligations, dismissal procedures and information about the employee and employer. Before making commitments, it is best to have a conversation with the candidate to see his personality. It is also a good idea for the employer to set up questions to see how the candidate would react if put in certain situations in the workplace. In general, an employee who works between thirty (30) and forty (40) hours per week may be considered a full-time job in the United States. However, there are no federal laws that define “full-time work” other than the maximum hours allowed (§ 778.101), which are considered forty (40) hours in a given work week before overtime is required (overtime pay must be at least one and a half times (1.5) times wages). The fourth article aims to define how much the employer pays the employee to perform his duties. Find the article entitled “IV. Numbers”. Use the first two empty lines to document the amount of money the employer will pay the employee (specify this number as words on the first line and numerically on the second line). In addition to specifying this number, you must define whether this amount is an hourly rate or an annual salary. Check the “Per hour” box if the amount you report is paid to the employee on an hourly basis, or the “Salary on an annual basis” checkbox if the number you enter is the total amount the employee receives each year, regardless of the number of hours they work.

We also need to record how often the employee receives compensation. Five options are available. Simply check the “Weekly”, “Biweekly”, “Monthly”, “Quarterly” or “Annual” box to consolidate how often the employee receives a paycheque. There will be a few additional areas available to cover the employee`s compensation, but these points only need to be met if they apply to the current agreement. If the employee receives a commission, note how many times they receive a commission for the first blank line of the section titled “A.”). Commissions. You should also document the exact method by which each commission payment to the employee is calculated using the second set of blank lines. If the employer intends to grant a bonus, look for the next point (“B.”) Bonus) and note how often the bonuses are paid to the employee (p.B quarterly). Also, be sure to define how bonuses are calculated by describing the calculation on the second set of empty rows. If the employer intends to give the employee the opportunity to participate in and use the benefits put in place by the employer, look for the blank lines under “V.

Employee Benefits”. List each benefit the employer wants to provide to the employee on these lines. Some employers and employees will agree that certain expenses paid by the employee while working may be reimbursed by the employer. If this is the case, check each box with an item that the employer has given to the employee for payment in “VI. Pocket. You can select “Travel”, “Food”, “Accommodation” and/or “Other”. The last check box (“Other”) displays a blank line in which you must define which expenses are reimbursable. In “VII.”, check the first box if the employee is not a partial owner of the employer`s business. If so, mark and attach the special features in a well-labeled signed and dated attachment. Many employers require a period of time after hiring during which the employee must demonstrate competence before having access to benefits, vacation, personal days, and/or medical leave. Find the blank line in “VIII.

Trial period”, then enter the number of days that must elapse after the employee`s hiring date before they can use the employer package offered. The article entitled “IX.. .