Probationary Period at Work: Rights, Risks, and What to Check
A probationary period is an employer-set trial window at the start of a job. During this time, your performance is evaluated before you gain full standing.
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Employment Terms
Explore practical questions and explanations about employment terms.
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Exempt vs. Non-Exempt: Overtime Rights and the Two-Part Test
Exempt employees owe no overtime; non-exempt employees do. Under the FLSA, both a salary threshold and a duties test must be met.
Read the answerContract-to-Hire Jobs: What the Arrangement Really Means
A contract-to-hire job starts as a fixed-term work arrangement, and if both you and the employer agree at the end, it converts to a permanent position.
Read the answer401k Match: What It Is and How to Make It Work for You
A 401k match is money your employer adds to your retirement account when you contribute your own wages, up to a limit the employer sets.
Read the answerSalary vs. Hourly Pay: Overtime Rights Decide the Real Difference
Salaried workers earn a fixed amount per pay period; hourly workers earn per hour worked and get overtime after 40 hours under the FLSA.
Read the answerSeverance Pay: What It Is and What to Check Before You Sign
Severance pay is not required by federal law. It is a voluntary employer payment governed by company policy or a signed agreement.
Read the answerFTE Meaning: What Full-Time Equivalent Really Measures
FTE means full-time equivalent, a unit that converts hours into a standard measure. A 1.0 FTE means a full schedule; a 0.5 FTE means half of one.
Read the answerPTO at Work: What It Covers and What to Check
PTO means paid time off, a combined leave bank covering vacation, sick, and personal days. Federal law does not require it.
Read the answerW-2 vs. 1099: What the Difference Means for Your Taxes
W-2 employees have taxes withheld and get FLSA protections. 1099 contractors pay their own taxes. Learn the IRS test that decides which applies.
Read the answerAt-Will Employment: What It Means and When It Has Limits
At-will employment lets employers fire workers anytime for almost any reason, and workers can quit anytime. It is the default rule in 49 U.S.
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