However, for continued success, it’s a good idea to provide structured opportunities for feedback. Consider including the following in the handbook:Īfter the first few weeks, the new hire will hopefully understand the process of their role and the organization. Once the handbook is reviewed, a signed acknowledgment form will ensure that the new employee understands and accepts the policies. Each organization will have specific codes of conduct and guidelines to address. Provide information on the company’s policies and procedures in a company handbook. This is particularly necessary when reviewing your global onboarding strategy. In addition to ensuring that employees receive credentials to access all necessary company platforms, you should also provide explanations of each system so that everyone shares an understanding of basic best practices. Welcoming materials should display the culture and values of the company so that each new member of your team starts with a positive first impression. A personal and necessary part of onboarding is welcoming each new hire to the company and informing the organization of their role. However, if that isn’t the case, you should prepare your new hire to complete additional documents on their first day. Much of the document signing and collecting will occur prior to a new employee’s first day. For instance, is there a minimum employer contribution amount? Cross-check to ensure whether the employee’s jurisdiction has requirements related to such benefits. This may include health, dental, vision and retirement contributions. Ensure that each employee is aware of their entitled benefits and fills out the necessary documents. Set up benefits and pension plan enrollment. Employees will also need to complete a direct deposit authorization form to send their payments directly to their bank accounts. You will want to know a few things to ensure your new employee is paid correctly - including the payroll frequency and whether 13th-month pay is legally required. Once you’ve collected the necessary tax forms from the employee, send them to your payroll administrator so they can add the employee to your company’s payroll system. This may include local agencies - like a state or province labor department - and federal agencies - like a social security administration or internal revenue department. When all necessary documents have been received, you can then register the employee with the relevant government agency. Proof of identity & residency (such as an ID or passport). Such documents prepare the company to pay the correct taxes and are essential to perform right-to-work checks - which verify that an employee can work based on their immigration status. Next, you will begin to collect a variety of documents based on the jurisdiction in which the employee is working. If you know the necessary laws and regulations and have conducted due diligence via a background check, you can extend an offer.
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