Essential New Hire Onboarding Checklist

Blog
CPBTZ
February 24, 2022
The Atlas Team

As more employers adopt a flexible and fully remote office environment, many companies struggle with onboarding new employees. But, now more than ever, onboarding is a crucial part of the employee experience, especially when a company’s workforce may be across the globe. An effective onboarding strategy provides the tools, information and resources necessary for a new hire to succeed at the start of their job. It is also a chance to display the company’s culture and values.

This new hire onboarding checklist will help ensure that an employee’s transition onto the team is smooth, efficient and successful. The specifics vary depending on the country of employment. Still, this checklist of onboarding items provides general guidance on everyday tasks and onboarding documents.

Pre-Onboarding

Research the local labor laws. The first step of compliant onboarding should begin before scheduling any interviews or extending a job offer. You must understand the country’s local labor laws to maintain compliance. As you’re putting together the job offer, ensure that you comply with:

  • Working hours
  • Vacation leave, including carryover rules
  • Sick leave
  • Maternity/paternity leave
  • Other types of leave
  • Public holidays
  • Wages and bonuses
  • Health insurance

Conduct background checks. This may be necessary for credit and criminal background checks in certain countries. However, there are often restrictions around using this information in hiring decisions, so make sure that any background check you run is compliant in the jurisdiction where you’re hiring. Will you perform other checks, like drug screenings and medical exams? For example, medical checks are sometimes required when employees work in hazardous conditions. These requirements are deemed acceptable in specific job sectors, while in others, it might require the employee’s consent.

Collect onboarding documents. If you know the necessary laws and regulations and have conducted due diligence via a background check, you can extend an offer. Then begin to collect a variety of documents based on the jurisdiction the employee is working. 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. These documents include:

  • Proof of identity & residency (such as an ID or passport)
  • Employee’s tax identification number
  • Emergency contact information
  • The country’s required tax documents

When all necessary documents are received, you can then register the employee with the relevant government agency. For example, this may be the state labor department, social security administration and internal revenue department.

Set up payroll and direct deposit. Once you’ve collected the necessary tax forms from the employee, send them to your payroll contact so they can include the employee in your company’s payroll system. 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. Employees will also need to complete a direct deposit authorization form to send their payments directly to their bank accounts.

Set up benefits and pension plan enrollment. Ensure that each employee is aware of their entitled benefits and fills out the necessary documents. This may include health, dental, vision and retirement contributions. Cross-check to ensure whether the employee’s jurisdiction has requirements related to such benefits. For instance, is there a minimum employer contribution amount?

Much of the document signing and collecting will occur prior to a new employee’s first day. However, if that isn’t the case, your new hire should be prepared to provide and sign any additional documents on their first day.

First Day Onboarding

Welcome the new employee. A personal and necessary part of onboarding is welcoming a new hire to the company and informing the organization of their role. This leaves a positive impression on the new employee and should display the culture and values of the company.

Setup IT support, accounts and hardware. Provide an explanation of each system used and ensure that the employee is set up on company platforms and given access to login details to all accounts. This is particularly necessary when reviewing your global onboarding strategy.

Share the company handbook. Provide information on the company’s policies and procedures through a company handbook. Each organization will have specific codes of conduct and guidelines to address. Once the handbook is reviewed, a signed acknowledgment form will ensure understanding and acceptance of the policies. Consider including the following in the handbook:

  • Dress code
  • Use of company equipment
  • Social media and e-mail use
  • Disciplinary review and action
  • Work-from-home guidelines
  • Lunch and break periods
  • Performance reviews

First Week Onboarding

The first day of work is often seen as the only onboarding period. However, it’s crucial t to continuously check in with the new employee to make sure any issues are resolved. The first week of onboarding should include:

  • Resolving technical issues
  • Reviewing workflows and ongoing projects
  • Introducing the new hire to team members they are not directly working with

After the first few weeks, the new hire will hopefully understand the process of their role and the organization. However, for continued success, it’s a good idea to provide opportunities for feedback. For example, give the employee a chance to explain if onboarding was useful and other onboarding items they’d like to have included in the future.

How Atlas Can Help

The right business intelligence solution empowers compliant, efficient new hire onboarding. Employers can explore labor laws in over 160 countries and receive personalized consulting throughout the onboarding process. Organizations receive immediate access to the employment compliance information they need for efficient onboarding through a convenient centralized platform, supported by a dedicated account manager with localized expertise. With this type of solution, your HR team saves time and resources and is more confident in your company’s compliance during every stage of the employee lifecycle.

Essential New Hire Onboarding Checklist

Blog
CPBTZ
February 24, 2022
The Atlas Team

As more employers adopt a flexible and fully remote office environment, many companies struggle with onboarding new employees. But, now more than ever, onboarding is a crucial part of the employee experience, especially when a company’s workforce may be across the globe. An effective onboarding strategy provides the tools, information and resources necessary for a new hire to succeed at the start of their job. It is also a chance to display the company’s culture and values.

This new hire onboarding checklist will help ensure that an employee’s transition onto the team is smooth, efficient and successful. The specifics vary depending on the country of employment. Still, this checklist of onboarding items provides general guidance on everyday tasks and onboarding documents.

Pre-Onboarding

Research the local labor laws. The first step of compliant onboarding should begin before scheduling any interviews or extending a job offer. You must understand the country’s local labor laws to maintain compliance. As you’re putting together the job offer, ensure that you comply with:

  • Working hours
  • Vacation leave, including carryover rules
  • Sick leave
  • Maternity/paternity leave
  • Other types of leave
  • Public holidays
  • Wages and bonuses
  • Health insurance

Conduct background checks. This may be necessary for credit and criminal background checks in certain countries. However, there are often restrictions around using this information in hiring decisions, so make sure that any background check you run is compliant in the jurisdiction where you’re hiring. Will you perform other checks, like drug screenings and medical exams? For example, medical checks are sometimes required when employees work in hazardous conditions. These requirements are deemed acceptable in specific job sectors, while in others, it might require the employee’s consent.

Collect onboarding documents. If you know the necessary laws and regulations and have conducted due diligence via a background check, you can extend an offer. Then begin to collect a variety of documents based on the jurisdiction the employee is working. 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. These documents include:

  • Proof of identity & residency (such as an ID or passport)
  • Employee’s tax identification number
  • Emergency contact information
  • The country’s required tax documents

When all necessary documents are received, you can then register the employee with the relevant government agency. For example, this may be the state labor department, social security administration and internal revenue department.

Set up payroll and direct deposit. Once you’ve collected the necessary tax forms from the employee, send them to your payroll contact so they can include the employee in your company’s payroll system. 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. Employees will also need to complete a direct deposit authorization form to send their payments directly to their bank accounts.

Set up benefits and pension plan enrollment. Ensure that each employee is aware of their entitled benefits and fills out the necessary documents. This may include health, dental, vision and retirement contributions. Cross-check to ensure whether the employee’s jurisdiction has requirements related to such benefits. For instance, is there a minimum employer contribution amount?

Much of the document signing and collecting will occur prior to a new employee’s first day. However, if that isn’t the case, your new hire should be prepared to provide and sign any additional documents on their first day.

First Day Onboarding

Welcome the new employee. A personal and necessary part of onboarding is welcoming a new hire to the company and informing the organization of their role. This leaves a positive impression on the new employee and should display the culture and values of the company.

Setup IT support, accounts and hardware. Provide an explanation of each system used and ensure that the employee is set up on company platforms and given access to login details to all accounts. This is particularly necessary when reviewing your global onboarding strategy.

Share the company handbook. Provide information on the company’s policies and procedures through a company handbook. Each organization will have specific codes of conduct and guidelines to address. Once the handbook is reviewed, a signed acknowledgment form will ensure understanding and acceptance of the policies. Consider including the following in the handbook:

  • Dress code
  • Use of company equipment
  • Social media and e-mail use
  • Disciplinary review and action
  • Work-from-home guidelines
  • Lunch and break periods
  • Performance reviews

First Week Onboarding

The first day of work is often seen as the only onboarding period. However, it’s crucial t to continuously check in with the new employee to make sure any issues are resolved. The first week of onboarding should include:

  • Resolving technical issues
  • Reviewing workflows and ongoing projects
  • Introducing the new hire to team members they are not directly working with

After the first few weeks, the new hire will hopefully understand the process of their role and the organization. However, for continued success, it’s a good idea to provide opportunities for feedback. For example, give the employee a chance to explain if onboarding was useful and other onboarding items they’d like to have included in the future.

How Atlas Can Help

The right business intelligence solution empowers compliant, efficient new hire onboarding. Employers can explore labor laws in over 160 countries and receive personalized consulting throughout the onboarding process. Organizations receive immediate access to the employment compliance information they need for efficient onboarding through a convenient centralized platform, supported by a dedicated account manager with localized expertise. With this type of solution, your HR team saves time and resources and is more confident in your company’s compliance during every stage of the employee lifecycle.

Essential New Hire Onboarding Checklist

Blog
CPBTZ
February 24, 2022
The Atlas Team

As more employers adopt a flexible and fully remote office environment, many companies struggle with onboarding new employees. But, now more than ever, onboarding is a crucial part of the employee experience, especially when a company’s workforce may be across the globe. An effective onboarding strategy provides the tools, information and resources necessary for a new hire to succeed at the start of their job. It is also a chance to display the company’s culture and values.

This new hire onboarding checklist will help ensure that an employee’s transition onto the team is smooth, efficient and successful. The specifics vary depending on the country of employment. Still, this checklist of onboarding items provides general guidance on everyday tasks and onboarding documents.

Pre-Onboarding

Research the local labor laws. The first step of compliant onboarding should begin before scheduling any interviews or extending a job offer. You must understand the country’s local labor laws to maintain compliance. As you’re putting together the job offer, ensure that you comply with:

  • Working hours
  • Vacation leave, including carryover rules
  • Sick leave
  • Maternity/paternity leave
  • Other types of leave
  • Public holidays
  • Wages and bonuses
  • Health insurance

Conduct background checks. This may be necessary for credit and criminal background checks in certain countries. However, there are often restrictions around using this information in hiring decisions, so make sure that any background check you run is compliant in the jurisdiction where you’re hiring. Will you perform other checks, like drug screenings and medical exams? For example, medical checks are sometimes required when employees work in hazardous conditions. These requirements are deemed acceptable in specific job sectors, while in others, it might require the employee’s consent.

Collect onboarding documents. If you know the necessary laws and regulations and have conducted due diligence via a background check, you can extend an offer. Then begin to collect a variety of documents based on the jurisdiction the employee is working. 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. These documents include:

  • Proof of identity & residency (such as an ID or passport)
  • Employee’s tax identification number
  • Emergency contact information
  • The country’s required tax documents

When all necessary documents are received, you can then register the employee with the relevant government agency. For example, this may be the state labor department, social security administration and internal revenue department.

Set up payroll and direct deposit. Once you’ve collected the necessary tax forms from the employee, send them to your payroll contact so they can include the employee in your company’s payroll system. 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. Employees will also need to complete a direct deposit authorization form to send their payments directly to their bank accounts.

Set up benefits and pension plan enrollment. Ensure that each employee is aware of their entitled benefits and fills out the necessary documents. This may include health, dental, vision and retirement contributions. Cross-check to ensure whether the employee’s jurisdiction has requirements related to such benefits. For instance, is there a minimum employer contribution amount?

Much of the document signing and collecting will occur prior to a new employee’s first day. However, if that isn’t the case, your new hire should be prepared to provide and sign any additional documents on their first day.

First Day Onboarding

Welcome the new employee. A personal and necessary part of onboarding is welcoming a new hire to the company and informing the organization of their role. This leaves a positive impression on the new employee and should display the culture and values of the company.

Setup IT support, accounts and hardware. Provide an explanation of each system used and ensure that the employee is set up on company platforms and given access to login details to all accounts. This is particularly necessary when reviewing your global onboarding strategy.

Share the company handbook. Provide information on the company’s policies and procedures through a company handbook. Each organization will have specific codes of conduct and guidelines to address. Once the handbook is reviewed, a signed acknowledgment form will ensure understanding and acceptance of the policies. Consider including the following in the handbook:

  • Dress code
  • Use of company equipment
  • Social media and e-mail use
  • Disciplinary review and action
  • Work-from-home guidelines
  • Lunch and break periods
  • Performance reviews

First Week Onboarding

The first day of work is often seen as the only onboarding period. However, it’s crucial t to continuously check in with the new employee to make sure any issues are resolved. The first week of onboarding should include:

  • Resolving technical issues
  • Reviewing workflows and ongoing projects
  • Introducing the new hire to team members they are not directly working with

After the first few weeks, the new hire will hopefully understand the process of their role and the organization. However, for continued success, it’s a good idea to provide opportunities for feedback. For example, give the employee a chance to explain if onboarding was useful and other onboarding items they’d like to have included in the future.

How Atlas Can Help

The right business intelligence solution empowers compliant, efficient new hire onboarding. Employers can explore labor laws in over 160 countries and receive personalized consulting throughout the onboarding process. Organizations receive immediate access to the employment compliance information they need for efficient onboarding through a convenient centralized platform, supported by a dedicated account manager with localized expertise. With this type of solution, your HR team saves time and resources and is more confident in your company’s compliance during every stage of the employee lifecycle.

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CPBTZ

Essential New Hire Onboarding Checklist

As more employers adopt a flexible and fully remote office environment, many companies struggle with onboarding new employees. But, now more than ever, onboarding is a crucial part of the employee experience, especially when a company’s workforce may be across the globe. An effective onboarding strategy provides the tools, information and resources necessary for a new hire to succeed at the start of their job. It is also a chance to display the company’s culture and values.

This new hire onboarding checklist will help ensure that an employee’s transition onto the team is smooth, efficient and successful. The specifics vary depending on the country of employment. Still, this checklist of onboarding items provides general guidance on everyday tasks and onboarding documents.

Pre-Onboarding

Research the local labor laws. The first step of compliant onboarding should begin before scheduling any interviews or extending a job offer. You must understand the country’s local labor laws to maintain compliance. As you’re putting together the job offer, ensure that you comply with:

  • Working hours
  • Vacation leave, including carryover rules
  • Sick leave
  • Maternity/paternity leave
  • Other types of leave
  • Public holidays
  • Wages and bonuses
  • Health insurance

Conduct background checks. This may be necessary for credit and criminal background checks in certain countries. However, there are often restrictions around using this information in hiring decisions, so make sure that any background check you run is compliant in the jurisdiction where you’re hiring. Will you perform other checks, like drug screenings and medical exams? For example, medical checks are sometimes required when employees work in hazardous conditions. These requirements are deemed acceptable in specific job sectors, while in others, it might require the employee’s consent.

Collect onboarding documents. If you know the necessary laws and regulations and have conducted due diligence via a background check, you can extend an offer. Then begin to collect a variety of documents based on the jurisdiction the employee is working. 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. These documents include:

  • Proof of identity & residency (such as an ID or passport)
  • Employee’s tax identification number
  • Emergency contact information
  • The country’s required tax documents

When all necessary documents are received, you can then register the employee with the relevant government agency. For example, this may be the state labor department, social security administration and internal revenue department.

Set up payroll and direct deposit. Once you’ve collected the necessary tax forms from the employee, send them to your payroll contact so they can include the employee in your company’s payroll system. 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. Employees will also need to complete a direct deposit authorization form to send their payments directly to their bank accounts.

Set up benefits and pension plan enrollment. Ensure that each employee is aware of their entitled benefits and fills out the necessary documents. This may include health, dental, vision and retirement contributions. Cross-check to ensure whether the employee’s jurisdiction has requirements related to such benefits. For instance, is there a minimum employer contribution amount?

Much of the document signing and collecting will occur prior to a new employee’s first day. However, if that isn’t the case, your new hire should be prepared to provide and sign any additional documents on their first day.

First Day Onboarding

Welcome the new employee. A personal and necessary part of onboarding is welcoming a new hire to the company and informing the organization of their role. This leaves a positive impression on the new employee and should display the culture and values of the company.

Setup IT support, accounts and hardware. Provide an explanation of each system used and ensure that the employee is set up on company platforms and given access to login details to all accounts. This is particularly necessary when reviewing your global onboarding strategy.

Share the company handbook. Provide information on the company’s policies and procedures through a company handbook. Each organization will have specific codes of conduct and guidelines to address. Once the handbook is reviewed, a signed acknowledgment form will ensure understanding and acceptance of the policies. Consider including the following in the handbook:

  • Dress code
  • Use of company equipment
  • Social media and e-mail use
  • Disciplinary review and action
  • Work-from-home guidelines
  • Lunch and break periods
  • Performance reviews

First Week Onboarding

The first day of work is often seen as the only onboarding period. However, it’s crucial t to continuously check in with the new employee to make sure any issues are resolved. The first week of onboarding should include:

  • Resolving technical issues
  • Reviewing workflows and ongoing projects
  • Introducing the new hire to team members they are not directly working with

After the first few weeks, the new hire will hopefully understand the process of their role and the organization. However, for continued success, it’s a good idea to provide opportunities for feedback. For example, give the employee a chance to explain if onboarding was useful and other onboarding items they’d like to have included in the future.

How Atlas Can Help

The right business intelligence solution empowers compliant, efficient new hire onboarding. Employers can explore labor laws in over 160 countries and receive personalized consulting throughout the onboarding process. Organizations receive immediate access to the employment compliance information they need for efficient onboarding through a convenient centralized platform, supported by a dedicated account manager with localized expertise. With this type of solution, your HR team saves time and resources and is more confident in your company’s compliance during every stage of the employee lifecycle.

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Essential New Hire Onboarding Checklist

Blog
CPBTZ
February 24, 2022
Essential New Hire Onboarding Checklist

What’s a Rich Text element?

The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

How to customize formatting for each rich text

Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.

Register To Download

Essential New Hire Onboarding Checklist

Blog
CPBTZ
February 24, 2022
Essential New Hire Onboarding Checklist

As more employers adopt a flexible and fully remote office environment, many companies struggle with onboarding new employees. But, now more than ever, onboarding is a crucial part of the employee experience, especially when a company’s workforce may be across the globe. An effective onboarding strategy provides the tools, information and resources necessary for a new hire to succeed at the start of their job. It is also a chance to display the company’s culture and values.

This new hire onboarding checklist will help ensure that an employee’s transition onto the team is smooth, efficient and successful. The specifics vary depending on the country of employment. Still, this checklist of onboarding items provides general guidance on everyday tasks and onboarding documents.

Pre-Onboarding

Research the local labor laws. The first step of compliant onboarding should begin before scheduling any interviews or extending a job offer. You must understand the country’s local labor laws to maintain compliance. As you’re putting together the job offer, ensure that you comply with:

  • Working hours
  • Vacation leave, including carryover rules
  • Sick leave
  • Maternity/paternity leave
  • Other types of leave
  • Public holidays
  • Wages and bonuses
  • Health insurance

Conduct background checks. This may be necessary for credit and criminal background checks in certain countries. However, there are often restrictions around using this information in hiring decisions, so make sure that any background check you run is compliant in the jurisdiction where you’re hiring. Will you perform other checks, like drug screenings and medical exams? For example, medical checks are sometimes required when employees work in hazardous conditions. These requirements are deemed acceptable in specific job sectors, while in others, it might require the employee’s consent.

Collect onboarding documents. If you know the necessary laws and regulations and have conducted due diligence via a background check, you can extend an offer. Then begin to collect a variety of documents based on the jurisdiction the employee is working. 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. These documents include:

  • Proof of identity & residency (such as an ID or passport)
  • Employee’s tax identification number
  • Emergency contact information
  • The country’s required tax documents

When all necessary documents are received, you can then register the employee with the relevant government agency. For example, this may be the state labor department, social security administration and internal revenue department.

Set up payroll and direct deposit. Once you’ve collected the necessary tax forms from the employee, send them to your payroll contact so they can include the employee in your company’s payroll system. 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. Employees will also need to complete a direct deposit authorization form to send their payments directly to their bank accounts.

Set up benefits and pension plan enrollment. Ensure that each employee is aware of their entitled benefits and fills out the necessary documents. This may include health, dental, vision and retirement contributions. Cross-check to ensure whether the employee’s jurisdiction has requirements related to such benefits. For instance, is there a minimum employer contribution amount?

Much of the document signing and collecting will occur prior to a new employee’s first day. However, if that isn’t the case, your new hire should be prepared to provide and sign any additional documents on their first day.

First Day Onboarding

Welcome the new employee. A personal and necessary part of onboarding is welcoming a new hire to the company and informing the organization of their role. This leaves a positive impression on the new employee and should display the culture and values of the company.

Setup IT support, accounts and hardware. Provide an explanation of each system used and ensure that the employee is set up on company platforms and given access to login details to all accounts. This is particularly necessary when reviewing your global onboarding strategy.

Share the company handbook. Provide information on the company’s policies and procedures through a company handbook. Each organization will have specific codes of conduct and guidelines to address. Once the handbook is reviewed, a signed acknowledgment form will ensure understanding and acceptance of the policies. Consider including the following in the handbook:

  • Dress code
  • Use of company equipment
  • Social media and e-mail use
  • Disciplinary review and action
  • Work-from-home guidelines
  • Lunch and break periods
  • Performance reviews

First Week Onboarding

The first day of work is often seen as the only onboarding period. However, it’s crucial t to continuously check in with the new employee to make sure any issues are resolved. The first week of onboarding should include:

  • Resolving technical issues
  • Reviewing workflows and ongoing projects
  • Introducing the new hire to team members they are not directly working with

After the first few weeks, the new hire will hopefully understand the process of their role and the organization. However, for continued success, it’s a good idea to provide opportunities for feedback. For example, give the employee a chance to explain if onboarding was useful and other onboarding items they’d like to have included in the future.

How Atlas Can Help

The right business intelligence solution empowers compliant, efficient new hire onboarding. Employers can explore labor laws in over 160 countries and receive personalized consulting throughout the onboarding process. Organizations receive immediate access to the employment compliance information they need for efficient onboarding through a convenient centralized platform, supported by a dedicated account manager with localized expertise. With this type of solution, your HR team saves time and resources and is more confident in your company’s compliance during every stage of the employee lifecycle.

Register To Download

Essential New Hire Onboarding Checklist

Blog
CPBTZ
June 10, 2022

What’s a Rich Text element?

The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

How to customize formatting for each rich text

Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.

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