Most businesses see this as being 90 days, coinciding with when medical benefits eligibility kicks in and even when time off is granted. Be careful though with these policies, ensuring that you do not state them in a way that compromises your “at-will” relationship. The first 90 days, for example, should not be the only time you can terminate someone without notice. Stating this means your at-will rights could be gone on Day 91 and beyond. If you have one of these policies in place be sure to check the language and consider striking such a statement.