Employment offer schedule

Employer legal name, address, registration and authorized signatory: [EMPLOYER_DETAILS]. Employee legal name and contact: [EMPLOYEE_DETAILS]. Position, duties, reporting line, work location or remote-work arrangement and proposed start date: [ROLE_DETAILS]. Identify the real employing entity; Counterpart is not the employer merely because it hosts the listing.

Proposed employment category and any lawful fixed term or probation: [EMPLOYMENT_STATUS_AND_BASIS]. State the actual basis and applicable conditions. Any probationary standards must be communicated as legally required. Do not import the commercial platform's paid-trial duration or immediate-departure mechanics into an employment contract without the appropriate legal treatment.

Basic salary, pay period, payment date and method: [SALARY_SCHEDULE]. Applicable statutory minimums, overtime, holiday and rest-day pay, leave, social contributions, required benefits and payroll withholding: [STATUTORY_ENTITLEMENTS]. Additional allowances, incentives and benefits: [ADDITIONAL_BENEFITS]. Confirm the requirements that apply to the location, role and worker; a platform input does not establish compliance.

If commission or incentives are offered, define earning conditions, attribution, exclusions, computation, due dates, adjustment process and treatment on departure: [INCENTIVE_SCHEDULE]. State whether these are additional to basic pay. No clause may remove legally required wages or benefits. Identify lawful deductions and supporting records; do not charge recruitment deposits or require a waiver of future statutory claims.

Working hours, rest periods, attendance, remote-work arrangements and authorized overtime: [WORK_SCHEDULE]. Equipment, safe access, expense reimbursement and return procedures: [EQUIPMENT_AND_EXPENSES]. Identify applicable workplace, security and data-handling policies and provide copies before requiring compliance. Do not collect irrelevant sensitive information during hiring.

Set proportionate confidentiality and IP terms appropriate to employee work, background inventions and applicable ownership rules: [EMPLOYEE_IP_AND_CONFIDENTIALITY]. Preserve lawful reporting, labor rights and access to professional advice. A commercial contractor IP schedule is not automatically suitable for an employee.

Provide a safe route for grievances, harassment and discrimination concerns: [EMPLOYER_GRIEVANCE_CONTACT]. No retaliation for a good-faith report or exercise of legal rights. The employer is responsible for recruitment and employee-data processing under its own notice; Counterpart's notice covers the platform's processing.

Applicable resignation, termination, due-process, final-pay, accrued-benefit and certificate or record procedures: [EXIT_TERMS]. Mandatory law prevails over any platform state or contract wording. Removing access or marking a record ended does not establish lawful dismissal or extinguish wages or benefits.

Attach the complete employment agreement and referenced policies, identify their versions, and allow the applicant to review them before accepting. Any later material amendment requires the appropriate notice and agreement. Employer authorized signature and date: [EMPLOYER_SIGNATURE]. Employee signature and date: [EMPLOYEE_SIGNATURE]. Retain the exact accepted offer and any separately signed documents; do not mark an applicant hired solely because an employer sent an offer.