The hours of work should be specified. If the employee is to work either a fixed schedule or shift, this should be agreed upon. Specify the method used for notice of a shift change. If changes in the employee's schedule are anticipated, or if the schedule is to be changed frequently, all parties should be aware that the schedule is not permanent. If a schedule change without notice is a regularly expected situation in the business, the employee should agree to this condition of employment in writing.
Most employers have a probationary period during which a new employee is to be evaluated.
The starting salary for the job should be given as well as the anticipated frequency of overtime. If the job requires frequent overtime, this should be mentioned at the time of hire. If the employee is to be paid by the hour, it should be stipulated that overtime will be paid for any hours in excess of 40 in one week or eight in one day. The rate of the overtime must be at least one and one-half times the regular rate of pay. If the employee is to be salaried rather than paid hourly, the salary must be broken out into an hourly wage in order to calculate appropriate overtime.