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Hr-Sure®: New Hire Onboarding Guide
Hr-Sure®: New Hire Onboarding Guide
HR-SURE®
NEW HIRE ONBOARDING GUIDE
Recruit, Motivate, Coach, INSPIRE
The first 90 day of employment (Introductory Employment Period) is the time for supervisors and mentors to execute
professional and effective onboarding processes. This includes reviewing administrative procedures, position
responsibilities and performance expectations.
The key to successful onboarding is COMMUNICATION. Supervisors and mentors must ENGAGE new hires by
continuously assisting them with acquiring knowledge about the company and their specific role, so they can become
increasingly productive. Remember, there is only ONE chance to make a great first impression.
All associates involved with the orientation and training of new hires (onboarding) should utilize this guide and
reference the steps, processes, forms and documents contained within when a new employee begins work, through
their Introductory Period of Employment.
Along with this guide, those involved with the onboarding of new hires should refer to the Job Description, Standard
Operating Procedures (including Safety) and Performance Standards that apply.
An authorized Human Resource Representative and/or our Compliance Officer will oversee changes or updates to this
guide and will notify all associates involved with new hire onboarding hiring accordingly.
NONE OF THE INFORMATION PROVIDED IN THIS GUIDE SHOULD BE CONSTRUED AS LEGAL ADVICE.
Color Code: Included in this guide; Forms provided under separate cover; Recommended best practice (optional)
NEW HIRE ONBOARDING GUIDE.................................................................................................................................................... 1
ONBOARDING STEPS:................................................................................................................................................................................ 2
1. One Week Prior to First Day of Work.........................................................................................................................................2
2. Day One – authorized HR Representative or Supervisor...........................................................................................................2
3. Post Day One up to 90 Days.......................................................................................................................................................3
4. Add Employee Information to Payroll........................................................................................................................................4
5. Create Employee File(s) –secure location, restricted access......................................................................................................4
6. Week Prior to Day 90.................................................................................................................................................................4
7. Day 90 (on or near)....................................................................................................................................................................4
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Completing Form I-9.........................................................................................................................................................................13
Creating Employee Files....................................................................................................................................................................14
Employee Benefits/Medical Files......................................................................................................................................................14
Storing I-9 Forms and EEO Information............................................................................................................................................14
Maintaining & Reviewing Employee Files........................................................................................................................................14
Disposal of Records – see below.......................................................................................................................................................15
EMPLOYEE RECORDS & FILE RETENTION GUIDE - FEDERAL.............................................................................................................................15
EMPLOYEE RECORDS & FILE RETENTION GUIDE – STATE(S)............................................................................................................................16
Onboarding Steps:
1. One Week Prior to First Day of Work
a. Review SIGNED offer letter to verify key information (start date, benefits eligibility, etc.)
b. Mail New Hire Packet Cover and applicable forms as listed to new employee’s home
i. CALL the new employee and advise them new employee packet is being sent.
ii. Ask them to bring completed employee specific sections of all forms on their first day.
iii. Confirm first day of work arrival information (where to report, to whom and when).
c. Further customize and complete the Orientation & Training Schedule.
i. Collaborate with new employee’s supervisor and/or others involved with onboarding for
additional content to be added.
ii. Assign a mentor or peer coach – coach should have lunch with new hire on first day
iii. Oversee and/or execute completion of pre-employment administrative, technology and
security tasks (supplies, business cards, logins, etc.)
d. Further customize and complete the Supplemental Training Schedule.
i. Applies IF the position or person hired needs offsite, classroom or individualized training
beyond the subject matter captured on the Orientation & Training Schedule.
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1. Reference Performance Management Guide
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Date
Welcome to Client Name! We believe that each employee contributes directly to Client Name’s growth and
success, and we hope you will take pride in being a member of our team.
Enclosed are several required forms that you need to complete and bring with you for orientation on start date, as well as
some additional info for your reference.
Following your start date, you will receive a mailing to your home address which will include information and enrollment
instructions for our benefit plans, if eligible and applicable.
If you have any questions, please feel free to call me at phone number or email me at e-mail address.
Sincerely,
Job Title:
Employee Name:
Hire Date:
Systems Connection/Network Set Up/Phone Set up Completed on___/___/___ by:
New Hire Paperwork Completion & Submission Completed on: ___/___/___ by:
Parking Pass and Security Keyes/Codes Completed on ___/___/___ by:
Internal New Hire Announcement Sent Out on ___/___/___ by:
Benefits Overview and Enrollment Completed on ___/___/___ by:
Company Property Distribution & Acknowledgment Completed on ___/___/___ by:
Review of Employee Handbook Completed on ___/___/___ by:
Review of Compliance Plan Completed on ___/____/____ by:
Job Shadowing
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Other
New and recertifying employees are legally allowed 3 business days to provide proof of eligibility. Any new or
re-certifying employee who is unable to satisfy these requirements MUST be suspended from payroll until
they are able to do so. Ideally, this form should be filled out after an employee accepts an offer and on or
BEFORE an employee’s first day of work.
Section 1 is filled out by the employee. Whoever collects/processes new hire paperwork ensures it is completed
in full, especially the signature sections. “N/A” should be written in any blanks which do not apply. A physical
address must be provided – PO boxes are not permitted. E-mail address and phone number are optional.
Section 2 is filled out by the supervisor, department head or an authorized HR representative tasked with
processing new hire paperwork.
In Section 2, the Company representative must verify employment eligibility by reviewing 1 form of
documentation for List A, OR 1 form of documentation for list B AND list C - a total of 2. The reviewer of the
documents and the employee must both be physically present during the examination of the employee’s
documents. The reviewer signs it.
o List of acceptable documents is located on page 9 of Form I-9.
o The reviewer is to look at the ID's and write down the appropriate document information including
numbers and expiration dates and signs it.
Section 3 is only to be used when the document provided for List A expires or for other recertification
requirements apply.
Make copies of identification for all employee or no employees. DO NOT PICK AND CHOOSE.
All completed I-9s are filed collectively, in alphabetic order, separate from the individual employee file. If
audited by Immigration, the investigator should be permitted access to the I9 file(s) only.
I9’s should also be retained for at least 3 years from the date of hire, or 1 year after termination; whichever is longer.
Please reference Employee Records & File Retention Guide.
I further agree that upon termination of my work with client name, I shall promptly return any and all
documents containing the above information, knowledge, or data, or relating thereto, to client name. This
agreement shall be binding upon my successors, heirs, assigns, and personal representatives and shall be for
the benefit of the successors and assigns of client name. In the event that a dispute arises concerning this
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agreement and a lawsuit is filed, the prevailing party shall be entitled to reasonable legal fees and costs from
the other party.
I acknowledge that the proprietary information and trade secrets are created at substantial cost and expense
to client name and that unauthorized use or disclosure would cause irreparable injury to client name. I hereby
consent to the order of an immediate injunction, without bond, from any court of competent jurisdiction,
enjoining and restraining me from violating or threatening to violate this provision.
I understand that my continued work with client name is contingent upon my compliance with this agreement.
_____________________________________________________________________________________
Signed Print Date
Witnessed by:
_____________________________________________________________________________________
Signed Print Date
PRIMARY FUNCTION
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1. Walk through __________________________________.
2. Review ___________________________________.
3. Answer phone, direct calls, and take messages.
4. Be familiar with ______________________________________________.
5. Check and monitor ____________________________________.
6. Collect __________________________________________.
7. Monitor ____________________________________________. Respond appropriately. Refer to copy
of Rules and Regulations for guidelines.
8. Complete information on __________________________________________________.
9. Assist with quarterly ____________________________________.
10. Conduct ____________________________________________.
11. Assist with ____________________________________.
12. Assist with _________________________________________.
13. Attend staff meetings and training as required
14. Performs other duties as assigned
QUALFICATIONS
High school diploma or educational equivalent.
Must own or consistently have a vehicle available for use.
Computer skills, with working knowledge of the primary Microsoft Office programs
Ability to successfully pass a background check and other pre-employment screening.
PHYSICAL REQUIREMENTS
Able to lift & carry items up to 15 lbs.
Able to sit at a desk comfortably while working on a computer, for extended periods of time.
PERFORMANCE STANDARDS
Sales productivity levels at or above x%
Client retention rate at or above x%
Certification in x by x date.
Customer satisfaction score of x% or higher.
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EMPLOYEE ACKNOWLDEGMENT
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Two separate files are to be set up per employee; one for employment-related information and one for all benefits
and/or health related information.
All Form I-9 and EEO information for current and former employees should be collected and retained in separate files:
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Section 1 is filled out by the employee. Whoever collects/processes new hire paperwork ensures it is completed
in full, especially the signature sections. “N/A” should be written in any blanks which do not apply. A physical
address must be provided – PO boxes are not permitted. E-mail address and phone number are optional.
Section 2 is filled out by the supervisor, department head or an authorized HR representative tasked with
processing new hire paperwork.
In Section 2, the Company representative must verify employment eligibility by reviewing 1 form of
documentation for List A, OR 1 form of documentation for list B AND list C - a total of 2. The reviewer of the
documents and the employee must both be physically present during the examination of the employee’s
documents. The reviewer signs it.
o List of acceptable documents is located on page 9 of Form I-9.
o The reviewer is to look at the ID's and write down the appropriate document information including
numbers and expiration dates and signs it.
Section 3 is only to be used when the document provided for List A expires or for other recertification
requirements apply.
Make copies of identification for all employee or no employees. DO NOT PICK AND CHOOSE.
All completed I-9s are filed collectively, in alphabetic order, separate from the individual employee file. If
audited by Immigration, the investigator should be permitted access to the I9 file(s) only.
I9’s should also be retained for at least 3 years from the date of hire, or 1 year after termination; whichever is
longer. Reference Employee Records & File Retention Guide.
full name
employee number and/or social security number
home address including zip code
job title
basic payroll records
Other documentation kept in these files may include:
job applications, resumes, college transcripts, job descriptions, records relating to hiring, promotion, demotion, transfer,
layoff, rates of pay, other forms of compensation, and education and training records, letters of recognition,
performance evaluations and exit interviews.
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Managers are permitted to maintain “working” employee files at their job site. These include information and notes
related to an employee’s overall performance during the year, and can be used to facilitate a corrective action session or
complete a performance evaluation. Information that is considered a permanent part of an Employee File, such as a
completed Corrective Action Form or Performance Evaluation should be forwarded to the corporate office.
All files should be in a locked and secured file cabinet in a room with a locked door and limited access.
We have company guidelines that establish who has authority to access and inspect primary files. Typically, those with
access include: the employee under direct HR supervision, supervisors on a need to know basis, and the authorized HR
representative who maintains these records.
It is important to note that all Employee Files are considered confidential, privileged records and should not be disclosed
to anyone outside of the company except as required by government regulations or upon advice of counsel in legal
proceedings.
Job applications & Resumes EEO information must be kept separate from other
Hiring-related records, including offer letters hiring records information.
Job Advertisements & Job descriptions At least One (1) year*
Interview notes, tests and test results * Federal contractors should keep these records for at
Performance evaluations least two (2) years.
Education and training records
Verification of licenses, certifications and
degree
Verification of previous employment
Letters of recognition
Employment Policies & Procedures
Employee/Personnel Files
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information.
Tax Records Four (4) years Includes personal income tax withholding
Employment Actions
Hiring
Promotions
Transfers *One (1) year from date of *Two (2) years for federal contractors
Rehiring action
Performance evaluations
Separation from employment
Layoffs
Exit interviews
Job related illnesses and injuries Five (5) years Keep separate from all other employment related files
Requests for accommodation of disability One (1) year and materials.
Medical exams Thirty (30) years
Toxic substance exposure records Thirty (30) years
Blood-borne pathogen exposure records Thirty (30) years
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