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Fair Labor Standards Act (FLSA): Federal law governing minimum wage, overtime pay, recordkeeping, and child labor standards. Key for establishing basic wage and hour provisions in the contract.

Title VII of Civil Rights Act 1964: Federal anti-discrimination law that prohibits employment discrimination based on race, color, religion, sex, and national origin. Must ensure contract language complies with equal employment provisions.

Americans with Disabilities Act (ADA): Federal law requiring reasonable accommodations for disabled employees and protecting against disability-based discrimination. Contract must acknowledge these obligations.

Immigration Reform and Control Act: Federal law requiring employment eligibility verification. Contract must reference I-9 requirements and work authorization verification.

Family and Medical Leave Act (FMLA): Federal law governing leave rights, though may not directly apply to 90-day contract. Should be referenced if employer meets size requirements.

State Labor Laws: State-specific regulations on minimum wage, break periods, final paycheck, and overtime rules. Contract must comply with both federal and applicable state requirements.

State Employment Laws: State-specific provisions for at-will employment, non-compete agreements, paid sick leave, and disability regulations. Contract must incorporate relevant state provisions.

Employee Classification: Clear definition of employment status (employee vs. contractor) and FLSA classification (exempt vs. non-exempt). Critical for determining applicable rights and obligations.

Benefits Provisions: Terms regarding healthcare, paid time off, and other benefits eligibility during the 90-day period. Must specify any waiting periods or limitations.

Termination Clauses: Specific provisions for notice requirements, early termination conditions, and final pay obligations. Essential for fixed-term contracts.

Confidentiality and IP Rights: Provisions protecting trade secrets, intellectual property, and requiring non-disclosure. Important for protecting employer interests.

Term and Evaluation: Clear specification of 90-day term, any extension/conversion possibilities, and performance evaluation criteria. Must be explicit about temporary nature of contract.