Employment Offer Letter - Rhode Island

TABLE OF CONTENTS

1. Company Header
2. Candidate Information
3. Position Details
4. Compensation
5. Benefits Summary
6. At-Will Employment Disclaimer
7. Reporting Structure & Work Location
8. Contingencies
9. Rhode Island-Specific Requirements
10. Confidentiality & Intellectual Property
11. Acceptance & Signature Block
12. Rhode Island State Notes

EMPLOYMENT OFFER LETTER — RHODE ISLAND

1. COMPANY HEADER

[COMPANY NAME]
[COMPANY ADDRESS]
[CITY], Rhode Island [ZIP CODE]
Phone: [PHONE NUMBER] | Email: [EMAIL ADDRESS]

Date: [__/__/____]

2. CANDIDATE INFORMATION

To:
[CANDIDATE FULL NAME]
[CANDIDATE ADDRESS]
[CITY], [STATE] [ZIP CODE]

Re: Offer of Employment

Dear [CANDIDATE FIRST NAME],

We are pleased to extend this offer of employment with [COMPANY NAME] (the "Company"). This letter sets forth the terms and conditions of your employment, subject to the contingencies described herein.

3. POSITION DETAILS

4. COMPENSATION

4.1 Base Compensation

☐ Annual Salary: $[________________________________] per year, paid on a [☐ weekly ☐ bi-weekly ☐ semi-monthly ☐ monthly] basis.

☐ Hourly Rate: $[________________________________] per hour.

4.2 Pay Transparency (R.I. Gen. Laws § 28-6-22)

Upon request, the Company will provide applicants and employees with the wage range for the position. The compensation range for this position is:

• Wage Range: $[________________________________] to $[________________________________]

4.3 Overtime

Non-exempt employees are entitled to overtime pay at 1.5 times the regular rate for hours worked in excess of 40 hours in a workweek, consistent with state law (R.I. Gen. Laws § 28-12-4.1) and the Fair Labor Standards Act.

4.4 Bonus / Commission Structure

☐ Signing Bonus: $[________________________________], subject to the following terms: [________________________________]

☐ Performance Bonus: [________________________________]

☐ Commission Plan: [________________________________]

☐ Not Applicable

5. BENEFITS SUMMARY

You will be eligible for the following benefits, subject to plan terms and applicable waiting periods:

6. AT-WILL EMPLOYMENT DISCLAIMER

IMPORTANT — PLEASE READ CAREFULLY:

Your employment with [COMPANY NAME] is "at-will." This means that either you or the Company may terminate the employment relationship at any time, with or without cause, and with or without advance notice. Rhode Island follows the at-will employment doctrine.

No manager, supervisor, or representative of the Company, other than [AUTHORIZED OFFICER TITLE], has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the foregoing by written agreement signed by [AUTHORIZED OFFICER TITLE].

Recognized Exceptions: Rhode Island courts recognize exceptions to at-will employment including the public policy exception, implied contract, and the covenant of good faith and fair dealing.

7. REPORTING STRUCTURE & WORK LOCATION

8. CONTINGENCIES

This offer is contingent upon the satisfactory completion of the following:

☐ Background Check — [________________________________]

☐ Drug Screening — [________________________________]

Form I-9 onboarding: After offer acceptance, the employee and employer will complete Form I-9 on the schedule in the current USCIS employee instructions and employer instructions.

☐ Proof of Licensure / Certification — [________________________________]

☐ Reference Check — [________________________________]

☐ Other — [________________________________]

9. RHODE ISLAND-SPECIFIC REQUIREMENTS

9.1 New Hire Written Notice (R.I. Gen. Laws § 28-14-12, eff. Jan. 1, 2026)

CRITICAL: Rhode Island law requires the Company to provide each new hire a SINGLE written notice in English containing:

• Rate or rates of pay and method of calculation
• Any allowances claimed as part of the minimum wage (e.g., meals, lodging)
• The employer's regular payday and date of first paycheck
• A description of paid time off policies
• Employment status (exempt or non-exempt under minimum wage and overtime laws)
• A list of any deductions the employer may take from pay
• The employer's legal name, "doing business as" names, and contact information

☐ Attached: New Hire Wage and Employment Notice per R.I. Gen. Laws § 28-14-12

9.2 Wage Discussion Protections (R.I. Gen. Laws § 28-6-18)

Rhode Island law prohibits employers from retaliating against employees who inquire about, discuss, or disclose their own wages or the wages of other employees.

9.3 Pay Transparency (R.I. Gen. Laws § 28-6-22)

Employers must provide the wage range for a position:

• Upon request to applicants
• At the time of hire
• When the employee moves to a new position
• Upon request to current employees

9.4 Anti-Discrimination (R.I. Gen. Laws § 28-5-1 et seq.)

The Company does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, disability, age, national origin, ancestry, or any other protected class under the Rhode Island Fair Employment Practices Act.

9.5 Paid Sick and Safe Leave (R.I. Gen. Laws § 28-57-1 et seq.)

Employees accrue paid sick and safe leave at a rate of 1 hour for every 35 hours worked, up to 40 hours per year. Leave may be used for:

• Your own illness, injury, or medical condition
• Care for a family member
• Closures due to public health emergencies
• Needs related to domestic violence, sexual assault, or stalking

9.6 Temporary Disability Insurance (TDI) and Temporary Caregiver Insurance (TCI)

Rhode Island provides:

• TDI: Wage replacement for employees who cannot work due to non-work-related illness or injury
• TCI: Up to 8 weeks of paid leave in a benefit year for qualifying bonding or family-care leave beginning January 1, 2026

Both programs are funded by employee payroll deductions.

9.7 Rhode Island Parental and Family Medical Leave (R.I. Gen. Laws § 28-48-1 et seq.)

The Rhode Island Parental and Family Medical Leave Act generally covers private employers with 50 or more employees. A covered full-time employee who averages 30 or more hours per week and has 12 consecutive months of service may take up to 13 consecutive workweeks of parental or family leave in any two calendar years. Different coverage thresholds apply to state and municipal employers.

9.8 Final Paycheck (R.I. Gen. Laws § 28-14-4)

• Terminated employees: Final wages due on the next regular payday
• Resigning employees: Final wages due on the next regular payday

9.9 Meal and Rest Breaks (R.I. Gen. Laws § 28-3-14)

Unless a statutory exception applies, employees are entitled to a 20-minute meal period within a 6-hour work shift and a 30-minute meal period within an 8-hour work shift. Section 28-3-14 does not apply to licensed healthcare-facility employers or to a worksite shift with fewer than 3 employees.

10. CONFIDENTIALITY & INTELLECTUAL PROPERTY

As a condition of employment, you will be required to sign the Company's:

☐ Confidentiality / Non-Disclosure Agreement (NDA)
☐ Invention Assignment Agreement
☐ Proprietary Information Agreement

11. ACCEPTANCE & SIGNATURE BLOCK

Please indicate your acceptance of this offer by signing below and returning this letter by [__/__/____].

Employer

Candidate Acceptance

By signing below, I acknowledge that I have read, understand, and accept the terms of this offer letter, including the at-will employment provisions.

12. RHODE ISLAND STATE NOTES

This offer letter is governed by the laws of the State of Rhode Island. Nothing in this letter creates a contract of employment for a definite period.

[COMPANY NAME]