Employee Joining Checklist

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New Hire Joining Checklist:

• Explain policy on check-in and check-out when new employee arrives and leaves (using timesheets);
• Explain meal and rest schedule, including rules on making “coffee” breaks, and smoking policy (the place where smoking is allowed, and the tolerated frequency of breaks);
• Introduce catering and vending options available in the office and around the building;
• Arrange a tour to represent the business location and all amenities available around in the building (rest room, fire exits, etc);
• Explain policy on informing the manager (supervisor) when employee is late or absent;
• Represent limitations and special rules related to use of landline phones, or mobile phones when a corporate tariff is provided. Hand out corporate mobile devices;
• Provide new hire with a parking space and pass, if suitable;
• Introduce employee policies and behaviors allowed for the whole office area and workplace (including safety procedures, requirements and means);
• Represent workstation use options, limitations and expectations, such as system administration and tweaking, activity monitoring, use of software, e-mail, web-surfing, social networks, etc;
• Orient the new staff member in confidentiality, nondisclosure and non-compete policies (sign appropriate agreements as necessary to confirm commitments);
• Involve the new staff member into lunch meeting with his co-workers and managers. Invite the new hire to participate in corporate social life proactively;
• Introduce to the joining employee the practices for payday, workers compensation, overtime, deposit, etc. Overview the personnel benefit program, and establish the new hire’s benefit program entry plan; 
• Provide newly hired staff member with uniform, or explain dress code requirements;
• Explain energy-saving options and ecological policies being practiced in the company;
• Identify behaviors and documentation which are associated with performing the job that the new worker was employed for – just ensure he knows how to handle formalities, otherwise provide a training;
• Identify other training needs and establish the new hire individual training program to fill the gaps;
• Educate the new employee on supervisory practices and requirements – introduce model of supervision practiced in the company and explain specific rules applied to the new hire’s position (such as specific goals, performance metrics, reporting methods, etc);
• Provide the new hire with the ID card, employee authorization identities, keys, and other items necessary to pass through the building reception and get into the office or other working premises;
• Give out any relevant booklets about the company.......

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