Employment can be ended by either party at any time for lawful reasons.

You're an independent contractor, not an employee; taxes/benefits differ.

Tax form for employees with wages withheld by employer.

Headcount measure; 1.0 FTE ≈ full-time hours.

Exempt roles typically don't earn overtime; non-exempt usually do.

Moving from temporary to permanent employee status.

Short-term role to learn and contribute; paid is standard in many fields.

Extra pay, tied to performance, company results, or offered to join.

Ownership in the company as part of pay; vesting means it unlocks over time.

Base pay + bonus + equity + benefits + perks.

Extra pay for hours above a threshold (varies by law and employer).

Extra pay for nights/weekends/holidays.

Fixed cash for a purpose (e.g., WFH set up, learning budget).

Help with moving for a job.

When you qualify for benefits (e.g., after 30 days of employment).

Pre-tax accounts for medical (and sometimes dependent care) expenses.

Lets you pay to continue health insurance after leaving a job for a limited time.

Pre-tax funds for transit/parking.

Bank of paid days for vacation/personal time.

Where and how your work happens.

Mix of on-site and remote work.

You're available to work if needed outside regular hours; may include extra pay.

Ramp-up period with training and setup.

Early period where performance and policies are evaluated.

The track (e.g., Marketing) and the seniority band (e.g., L1/Associate).

Limits where you can work after leaving; legality varies by location.

You agree not to share confidential info.

Formal plan to address performance gaps.