Full-time employment contracts

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Termination clauses Renewal terms Non-compete clauses

The notice period on a permanent contract grows with each year of service Misclassifying a full-time employee as a contractor saves the employer payroll tax and costs you benefits Calling a W-2 employee a contractor exposes the employer to penalties A verbal promise of conversion in contract-to-hire is worth nothing without a clause A branch manager without signing authority can still bind the employer Fixed-term contracts cannot lawfully be used to fill a permanent post year after year Ending a fixed-term contract early still requires the notice written into it Reclassifying an exempt role to avoid overtime pay is legal only if the duties change Bilingual versions of one full-time employment contract that disagree about notice periods Permanent employment means the employer must document a reason before dismissal Dismissal during probation still needs a stated reason in most jurisdictions How many renewals before a fixed-term contract counts as permanent in your jurisdiction? An exempt title wrapped around non-exempt duties invites a misclassification claim Changing core terms needs written consent and not an internal memo The termination section is where the real terms of a full-time contract live

Retirement plans Health insurance Benefits Colleagues Office work Commuting Employee benefits Company culture Corporate training Full-time work schedules