An introductory period (also commonly referred to as a probationary or new-hire period) if often used as a way to terminate new hires if they are not meeting expectations soon after hire. However, in an employment-at-will relationship, companies can terminate an employee for any legal reason, at any time, with or without notice or cause. This applies before and after the introductory period.

Companies also use introductory periods to determine eligibility for benefits such as paid time off and health insurance.  In addition, they use this time for added training, more performance evaluations, or stricter attendance requirements. 

Usually, introductory periods are 90 days to reflect common unemployment look-back periods. With or without an introductory period, unemployment looks at the first 4 of the last 5 quarters so, once an employee has been on your payroll for more than 90 days, they may fall under your unemployment account.

Affinity HR Group is BSCAI's endorsed HR partner, providing HR support, recruiting and employee engagement services.  For a link to our menu of services for BSCAI members, go to www.AffinityHRGroup.com/BSCAI