If one works with a company after a contract ends, how long before you are legally considered an employee?
470662
Depends on the state you live in.  However, in general if you are being paid by the company, either have them re-contract with you or hire you.  If it is a company with 50 or more employees, they would have to communicate with you on your status.  Most companies will try and get away with things like this if you let them.  i.e. since your are not an employee they won't have to pay workers comp insurance etc.  Don't let them jerk you around.
173687
Depends what country you work in, wether you were a temp worker, contractor, established member of staff? Were you told you have a notice period? If you wanted to leave would you have to give x weeks notice or could you just not turn up?
690867
2-4 weeks is good (but know that sometimes employers will walk you out the door before your time is up, usually paying for the whole notice time you gave them).  The higher your position in the food chain, the more notice you should give.  Ask your supervisors for a written ("To Whom It May Concern") reference letter to keep on file and use as needed in the future.  Do your best to leave everything in good shape, and organized/ready for those who will be taking over your job.  Make sure you tell your supervisor (verbally and in writing) prior to telling any of your coworkers, that is seen as very unprofessional.\n\nLandlords -- depends on your contract,  but no less than 4 weeks notice, I would think.
254670
As long as they told you before hiring you yes its legal.  However if they didnt inform you before hand you could have some leverage.  Depending on your work history employeers can do things of this nature but 3 months sounds insane to me, if I were you I would keep this while still pursuing other options.  If they raze you this bad at hire the long term pic is grim.  Good luck!!
671255
Terminated, stopped, fired or let go without your agreement.
1176171
if you are doing a good job the company won't terminate you at anytime.  also, once you obtain seniority at a job or make it through their triaining or probationary period they have to have a reason to term you...which, unless you're being downsized, is a reason that YOU give them...like being late all the time or not following company policy.\n\nyou should always give your job a  2-week notice.  this is respectful because you quitting means they have to find someone to replace you, which takes time.  also, if you give them notice, then they may ask you why you are leaving and this gives you an opportunity to "fix" any issues you may be having at work and perhaps stay at your job.\n\nplus, 2-week notice allows you to make sure you are really making the right choice.  you may want to quit after a frustrating day, but who doesn't have those??  2-week notice gives you a chance to say.."hey, i'm sorry, but i changed my mind...can i keep my job.  i was just upset earlier".\n\ni hope everyone gives their employer 2-week notices, b/c i've been the employer many times and it really does put you in a bind...and i always asked that question at job interviews.  if someone told me they didn't give notice at their last job...i probably didn't hire them.  and i asked other questions, so i knew if they were lying about giving notice...i'm not dumb;)\n\ntake care.
1041054
It depends on your state and your company policy. Most likely you will not after only 90 days.
689377
They can call the companies you previously worked at, but typically all they can say is yes you worked there and for how long.
1177574
Put you are still currently employed. You should give two weeks notice so they don't give you a bad reference
94487
It really depends on what state you are in and their Human Resources law.  After that it depends on your company.  What state are you in?  What industry?  What type of job?
816893
Depends on your terms of hiring. Are you classifying them as emplyees or independant contractors?
950356
You must first ask yourself if you have a signed collective bargaining agreement, or an individual cotract with your company.  You should then inform your human resources director, and no less than the director, that you were hired under those terms.  Hold their feet to the fire and they will relent.  Inform the HR Director that, while it's okay to make the commitment terms longer for newer hires, that your contract, even though there may not be one in writing, should be based on the company's word at the time of your first day of employment.  You can state that company policy in itself, if you hire on, and it is in writing at that time, can be construed as a legal contract in some states.  Check your state's labor laws through your state employment agency to see if you have such laws.  Texas, for example, is a "handshake" state, which means an oral contract exists at the time of employment, and certain promises, unless placed into a written contract, may still be legal and binding, until all parties agree in writing to certain changes.  Bring the paperwork with you from the employment agency, if needed, but stand your ground and the policies may just change for your situation.
8755
it depends on their contract..and urs....is the employee listed as a decision maker in the business?  this is on paper....if so....what is their contract like?  were they allowed to go up in price?  because a futures contract has to outline all those......and if it does, then u are stuck....but...if the person is not a decision maker, then the employee is at fault...so he will be the one who has to pay...but.at the same time..the judge will ask why you didnt cancel if you had 180 days?  well, more like 90 because the first 90 doesnt count...Especially if that person is not the decision maker...because you cannot just throw someone out to sign a contract..and when u dont like it, u say that he is not the person who is supposed to sign..judge wil see that as a way to get away from contracts...so, therefore,..you must read their contract...see what it says....if by chance you find something that showed that they were supposed to do..and didnt do..then u can stop the contract, for breach of contract...thats the only way out...other then that....u can throw the worker at fault...if and only if the person who signed is not a decision maker...and u might walk away almost unscathed....but, if the worker is..then the company has to honor it...and 900 dollars?  well, i dont know...depends on what claim...small claim?  what are they asking for in damages?  see...its all relative to your situation...
805941
it depends on the contract you signed.
534393
There is no law on how few hourse, they can work you 1 hour a week if they want.  It will be a written contract or a union contract as to what hours your work.
652173
My cousin told them he was quitting (2 weeks notice) and they let him go that second, they did however pay him for the next two weeks! They were so afraid he would sabotage the business those last two weeks they figured it was better to just pay up and cut their losses!!!\nHowever it doesnt always end well. You have the right to your last two weeks of pay and as far as a reference goes they can NOT say anything horrible about you (unless its true!!) because you can SUE them! All they can tell a potential employer is dates of employment, title, pay, and responsibilities.
759487
Depends where you are in the world.  In the UK employees have very little rights before two years employment.  Minimum pay, health and safety, minimum vacation.  They can be sacked pretty much at will.  After two years employment (full or part time) the worker has the full rights of UK law (including mandatory vacation, sick pay, pension rights, entitlement to unfair dismissal appeals etc.)  \n\nThis is all without a paper contract.  In giving you employment, a court would deem that a contract had been entered into, even if nothing was signed.