Key Takeaways
- Employment basics are the foundational terms, rights, and expectations that govern the employment relationship from day one - covering contract type, work hours, pay schedule, probation period, and the core policies every employee is expected to follow.
- Most employment disputes trace back to day one: employees who were not clearly informed of their employment terms, probation conditions, or policy obligations are significantly more likely to raise grievances later.
- A structured employment basics section in your employee handbook, paired with a signed acknowledgment at onboarding, gives both the employee and the organization a documented starting point for the entire employment relationship.
What are Employment Basics?
Employment basics are the foundational policies, terms, and expectations that define the employment relationship between an organization and each employee. They cover the type of employment contract, classification of the role, standard working hours, pay schedule, probationary period conditions, and the core organizational policies every employee is required to follow. According to the U.S. Department of Labor, clearly communicating employment terms at the start of the relationship is the most effective way to prevent disputes about expectations, compensation, and rights.
New employees arrive with assumptions about how employment works that are often wrong or specific to a previous employer. Without a documented employment basics section, HR teams spend significant time correcting misconceptions that should never have taken root.
Qureos provides a free employment basics guide as part of the complete company policy template library. Download the full set and distribute it to every new hire at onboarding.
Core Employment Basics Every Employee Handbook Should Cover
Employment Contract Type
Define whether employees are hired on a permanent full-time, permanent part-time, fixed-term, or casual basis. Each contract type carries different rights, notice period obligations, and benefit entitlements. Make the contract type explicit in the offer letter and reiterate it in the employment basics section of the handbook.
At-Will Employment
In most US states, employment is at-will by default - meaning either party can end the relationship at any time, with or without cause, subject to anti-discrimination laws and any contractual commitments. Employees who do not understand at-will employment often believe they cannot be dismissed without a specific documented reason. State this clearly and plainly in your employment basics section.
Employee Classification: Exempt vs Non-Exempt
Under the FLSA, employees are classified as either exempt or non-exempt, which determines whether they are entitled to overtime pay. Non-exempt employees must be paid at least the federal minimum wage and receive 1.5x their regular rate for hours over 40 per week. Each employee's classification should be confirmed in writing at the start of employment and documented in your overtime policy.
Standard Working Hours
Define the standard workweek - hours per day, days per week, and any core hours that apply. Specify how flexible work arrangements interact with standard hours, and what prior approval is required for schedule variations.
Pay Schedule and Method
State how frequently employees are paid (weekly, bi-weekly, semi-monthly, monthly), the method of payment (direct deposit, check), and the deadline for timesheet submission for hourly employees. Include who to contact for payroll queries.
Probationary Period
Define the length of the probationary period (typically 90 days), what it means for the employee - reduced notice period, ineligibility for certain benefits, a formal review at the end - and what happens if performance is unsatisfactory during that period. A structured probationary review at day 90 is the standard approach.
Core Policies All Employees Must Follow
Reference each of the core workplace policies the employee is required to read, understand, and acknowledge. At minimum: code of conduct, attendance, leave, and the NDA if one applies. Use HR email templates to send these documents to new hires before their first day.
What to Include in Your Employment Basics Handbook Section
The employment basics section is typically the first substantive section of an employee handbook. It should be written in plain language, not legal language, and structured so that a new employee with no prior HR knowledge can understand exactly what their employment involves.
A well-structured employment basics section includes: the organization's mission and values, employment contract type and classification, at-will employment statement, standard hours and pay schedule, probationary period terms, overview of core policies, and instructions for who to contact with questions. This pairs directly with your employee handbook conclusion, which formalizes the employee's acknowledgment of everything they have read.
Frequently Asked Questions
What are the basics of employment law?
The core federal employment laws every US employer must comply with include: the Fair Labor Standards Act (minimum wage and overtime), Title VII of the Civil Rights Act (anti-discrimination), the Family and Medical Leave Act (unpaid protected leave), the Americans with Disabilities Act (disability accommodation), and OSHA (workplace safety). State laws may impose additional requirements in each area.
What should be in the employment basics section of a handbook?
At minimum: employment contract type, at-will employment statement, employee classification (exempt vs non-exempt), standard working hours, pay schedule, probationary period terms, and references to the core policies the employee is required to follow.
What is at-will employment?
At-will employment means either the employer or the employee can end the employment relationship at any time, with or without cause, as long as the reason is not illegal (such as discrimination or retaliation). Most US states default to at-will employment unless a contract specifies otherwise.
What is the purpose of a probationary period?
A probationary period allows both parties to assess fit before the relationship is fully established. For the employer, it provides a structured opportunity to evaluate performance and conduct before the employee gains additional notice period protections. For the employee, it is an explicit signal that formal evaluation is occurring and that a review will follow.
Do employees have to sign a new contract for every policy change?
No. Most policy changes can be communicated as updates to the employee handbook with a re-acknowledgment requirement. Only changes to the fundamental terms of employment - pay, hours, role - require a contract amendment or a new agreement.
Conclusion
The employment basics section of your handbook is the foundation of the employee relationship. Getting it right - in plain language, with complete information - prevents the majority of day-one misunderstandings that generate disputes later.
Download the free Qureos employment basics guide and build it into your onboarding process. Use Qureos to manage the full hiring and onboarding workflow so every new employee starts with the right documentation in place.
