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for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. 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[Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. 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NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. 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Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[162],{"label":163,"url":164},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":168,"descriptionCustom":6,"label":169,"pages":170,"size":171,"extension":10,"preview":172,"thumb":173,"svgFrame":174,"seoMetadata":175,"parents":176,"keywords":181,"url":182},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[177,178],{"label":17,"url":100},{"label":179,"url":180},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":185,"reviewer":197,"quick_facts":201,"at_a_glance":203,"personas":207,"variants":228,"glossary":253,"fields":283,"how_to_fill":334,"common_mistakes":375,"faqs":392,"industries":417,"comparisons":434,"diy_vs_pro":447,"related_template_ids_curated":460,"schema":471,"classification":473},{"meta_title":186,"meta_description":187,"primary_keyword":188,"secondary_keywords":189},"Pre Employment Checklist Template (Free Word)","Free pre-employment checklist template to standardize new hire onboarding. Covers background checks, documents, equipment, and compliance steps. Free Word and PDF download.","pre employment checklist template",[190,191,192,193,194,195,196],"pre employment checklist","new hire checklist template","pre employment screening checklist","employee onboarding checklist template","pre hire checklist word","employment verification checklist","hiring checklist template free",{"name":198,"credential":199,"reviewed_date":200},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":202,"legal_review_recommended":183,"signature_required":183},"easy",{"what_it_is":204,"when_you_need_it":205,"whats_inside":206},"A Pre-Employment Checklist is a structured form HR teams and hiring managers use to track every required step before a new employee's first day — from background checks and reference calls to equipment provisioning and payroll setup. This free Word download gives you an editable checklist you can customize for each role, export as PDF, and assign to the responsible team member for each task.\n","Use it as soon as a candidate accepts an offer. Running this checklist in parallel with the notice period ensures everything is in place before day one and reduces the scramble that delays a new hire's productivity.\n","Candidate identification details, document collection checkboxes, background and reference verification status, IT and equipment setup tasks, payroll and benefits enrollment steps, workspace assignment, and a signature line for the responsible HR contact confirming all items are complete.\n",[208,212,216,220,224],{"title":209,"use_case":210,"icon_asset_id":211},"HR managers","Running a consistent pre-hire process across multiple departments","persona-hr-manager",{"title":213,"use_case":214,"icon_asset_id":215},"Small business owners","Managing first hires without a dedicated HR team or system","persona-small-business-owner",{"title":217,"use_case":218,"icon_asset_id":219},"Hiring managers","Coordinating equipment, access, and documentation for a new direct report","persona-operations-director",{"title":221,"use_case":222,"icon_asset_id":223},"Staffing agencies","Verifying candidate documents and compliance before a client placement","persona-staffing-agency",{"title":225,"use_case":226,"icon_asset_id":227},"Operations managers","Standardizing onboarding tasks across multiple locations or shifts","persona-operations-manager",[229,233,237,241,245,249],{"situation":230,"recommended_template":231,"slug":232},"Onboarding a full-time salaried employee from day one","Employee Onboarding Checklist","checklist-new-employee-onboarding-D13617",{"situation":234,"recommended_template":235,"slug":236},"Screening a candidate before extending a formal offer","Candidate Evaluation Form","training-evaluation-form-D13891",{"situation":238,"recommended_template":239,"slug":240},"Verifying documents for a temporary or contract worker","Independent Contractor Checklist","acknowledgment-of-independent-contractor-D138",{"situation":242,"recommended_template":243,"slug":244},"Tracking compliance for a regulated industry hire (healthcare, finance)","Compliance Onboarding Checklist","checklist-compliance-D13915",{"situation":246,"recommended_template":247,"slug":248},"Offboarding a departing employee and retrieving company assets","Employee Offboarding Checklist","checklist-home-based-employee-D565",{"situation":250,"recommended_template":251,"slug":252},"Capturing a new hire's personal and tax details for payroll setup","New Employee Information Form","employee-information-sheet-D13467",[254,257,260,263,265,268,271,274,277,280],{"term":255,"definition":256},"Background Check","A formal investigation of a candidate's criminal history, employment record, credit, or education credentials — conducted by a third-party screening provider.",{"term":258,"definition":259},"Reference Check","Verbal or written confirmation from a candidate's former employer or professional contact validating their employment history and performance.",{"term":261,"definition":262},"I-9 Verification","A US federal form employers must complete to verify every new employee's identity and authorization to work in the United States.",{"term":37,"definition":264},"The structured process of integrating a new employee into the organization — covering compliance, systems access, role orientation, and culture.",{"term":266,"definition":267},"Offer Letter","A written document from the employer confirming the role, start date, compensation, and key conditions of employment sent before the contract is signed.",{"term":269,"definition":270},"Provisioning","The IT process of setting up a new employee's hardware, software licenses, email account, and system access before their start date.",{"term":272,"definition":273},"Direct Deposit Authorization","A signed form from the employee authorizing the employer to transfer payroll funds electronically to their designated bank account.",{"term":275,"definition":276},"Non-Disclosure Agreement (NDA)","A legal agreement obligating the employee to keep company information confidential, typically signed before or on the first day of work.",{"term":278,"definition":279},"Benefits Enrollment","The process by which a new employee selects health, dental, vision, retirement, and other benefit plans offered by the employer.",{"term":281,"definition":282},"Work Authorization","Legal permission for an individual to be employed in a given country, evidenced by citizenship, permanent residency, or a valid work visa.",[284,289,294,299,304,309,314,319,324,329],{"name":285,"plain_english":286,"sample_language":287,"common_mistake":288},"Candidate and role information","The new hire's full name, job title, department, reporting manager, start date, and employment type (full-time, part-time, contract).","Candidate Name: [FULL NAME] | Role: [JOB TITLE] | Department: [DEPARTMENT] | Manager: [MANAGER NAME] | Start Date: [DATE] | Type: [FULL-TIME / PART-TIME / CONTRACT]","Omitting the employment type field. Permanent and contract hires require different document sets and compliance steps — conflating them creates gaps that surface during audits.",{"name":290,"plain_english":291,"sample_language":292,"common_mistake":293},"Offer letter and employment contract","Checkbox confirming the signed offer letter and employment contract have been received, filed, and stored in the employee record.","Offer letter signed and returned: [YES / NO] | Employment contract executed: [YES / NO] | Filed in HR system: [YES / NO]","Checking this box before both documents are countersigned by an authorized company representative — a partially executed contract creates enforceability risk.",{"name":295,"plain_english":296,"sample_language":297,"common_mistake":298},"Identity and work authorization documents","List of required identity documents collected and verified — passport, driver's license, work visa, or equivalent — and confirmation that I-9 or local equivalent is complete.","Document Type: [PASSPORT / DRIVER'S LICENSE / VISA] | Document Number: [NUMBER] | Expiry: [DATE] | I-9 Completed: [YES / NO] | Verified by: [HR REP NAME]","Completing I-9 verification from copies alone. US federal law requires the employer to inspect original documents in person or through an authorized remote agent.",{"name":300,"plain_english":301,"sample_language":302,"common_mistake":303},"Background and reference check status","Tracks whether a criminal background check and reference calls have been ordered, completed, and cleared — with dates and the name of the screening provider.","Background check ordered: [DATE] | Provider: [SCREENING COMPANY] | Status: [CLEAR / PENDING / FLAGGED] | References contacted: [NUMBER] | All clear: [YES / NO]","Marking background checks complete before the report is actually returned. Pre-populating the status field prematurely has resulted in hires starting before a disqualifying result was reviewed.",{"name":305,"plain_english":306,"sample_language":307,"common_mistake":308},"IT and systems access setup","Checklist of IT provisioning tasks — company email, laptop or device, software licenses, VPN access, and role-specific system permissions — with the assigned IT owner and completion date.","Email account created: [YES / NO] | Device assigned: [ASSET TAG] | Software: [LIST] | VPN access: [YES / NO] | IT completed by: [NAME] on [DATE]","Not assigning a named IT owner for each provisioning task. When IT setup is a collective responsibility, items like VPN access or role-based permissions are frequently missed until the employee's first morning.",{"name":310,"plain_english":311,"sample_language":312,"common_mistake":313},"Payroll and tax enrollment","Confirms the employee's payroll record has been created, tax withholding forms (W-4 in the US or TD1 in Canada) have been signed, and direct deposit has been authorized.","Payroll record created: [YES / NO] | W-4 / TD1 signed: [YES / NO] | Direct deposit form received: [YES / NO] | First payroll cycle: [DATE]","Entering the new hire into payroll under the wrong department or cost center. Correcting payroll coding retroactively requires manual journal entries and delays accurate financial reporting.",{"name":315,"plain_english":316,"sample_language":317,"common_mistake":318},"Benefits enrollment","Records whether the employee has been sent benefits plan information, enrolled in selected plans within the enrollment window, and confirmed beneficiary designations where applicable.","Benefits package sent: [DATE] | Enrollment completed: [YES / NO] | Health plan selected: [PLAN NAME] | Retirement contribution: [%] | Beneficiary form signed: [YES / NO]","Missing the enrollment window because HR assumed the employee would self-enroll without a deadline reminder. Employees who miss open enrollment must wait until the next annual window.",{"name":320,"plain_english":321,"sample_language":322,"common_mistake":323},"Workspace and equipment assignment","Documents the physical or remote workspace assigned to the new hire — desk location, access badge, parking, or home-office equipment — and confirms assets are logged in the company register.","Desk / Location: [BUILDING / FLOOR / REMOTE] | Access badge issued: [YES / NO] | Badge ID: [NUMBER] | Equipment logged in asset register: [YES / NO]","Issuing an access badge before the background check is cleared. This is a physical security gap that can expose the organization to liability if a flagged candidate accesses the premises.",{"name":325,"plain_english":326,"sample_language":327,"common_mistake":328},"NDA and company policy acknowledgments","Tracks collection of signed NDA, employee handbook acknowledgment, code of conduct, and any role-specific policy agreements — with signature dates.","NDA signed: [DATE] | Employee handbook acknowledged: [DATE] | Code of conduct signed: [DATE] | Role-specific policies (e.g., data handling): [DATE]","Sending policy documents in a single bulk email without a tracked acknowledgment mechanism. Without a dated signature or digital acknowledgment record, the employer cannot prove the employee received the policies.",{"name":330,"plain_english":331,"sample_language":332,"common_mistake":333},"Checklist sign-off","Final confirmation line where the HR contact or hiring manager certifies that all items have been completed and the new hire is cleared to start.","All pre-employment steps completed: [YES / NO] | Cleared to start on [DATE] | HR Representative: [NAME] | Signature: _______________ | Date: [DATE]","Leaving the sign-off blank because the checklist is treated as a tracking tool rather than an accountable record. An unsigned checklist cannot be used as evidence of due diligence in an employment dispute.",[335,340,345,350,355,360,365,370],{"step":336,"title":337,"description":338,"tip":339},1,"Enter the candidate and role details","Fill in the new hire's full legal name, job title, department, reporting manager, confirmed start date, and employment type as soon as the offer is accepted.","Use the same name format as the employment contract to avoid mismatches in the HR system and payroll records.",{"step":341,"title":342,"description":343,"tip":344},2,"Confirm signed offer letter and employment contract","Check this section only after you have received both the countersigned offer letter and the fully executed employment contract. File both in the employee's HR record immediately.","Set a deadline for document return — typically 5 business days after the offer — so delays are flagged before the start date approaches.",{"step":346,"title":347,"description":348,"tip":349},3,"Collect and verify identity and work authorization documents","Request the required identity documents per your jurisdiction's employment eligibility rules. In the US, complete Form I-9 and inspect original documents in person or via an authorized remote agent.","Log the document type, number, and expiry date in the checklist — this creates an audit trail if work authorization is ever questioned.",{"step":351,"title":352,"description":353,"tip":354},4,"Order background and reference checks","Submit the background check order to your screening provider and assign a team member to follow up on completion. Make reference calls to at least two professional contacts provided by the candidate.","Do not mark these items complete until the final report is returned and reviewed — not merely ordered.",{"step":356,"title":357,"description":358,"tip":359},5,"Assign IT provisioning tasks with named owners and deadlines","List every system and device the new hire needs and assign each provisioning task to a specific IT team member with a completion deadline at least 2 business days before the start date.","A named owner for each task is more reliable than a group IT ticket — accountability reduces the chance that access is missing on day one.",{"step":361,"title":362,"description":363,"tip":364},6,"Set up payroll and complete tax forms","Create the employee's payroll record, confirm the correct department and pay schedule, and collect signed tax withholding forms and a direct deposit authorization before the first pay date.","Confirm the first pay cycle date with the employee at offer stage — it's one of the most common first-day questions.",{"step":366,"title":367,"description":368,"tip":369},7,"Collect NDA and policy acknowledgments","Send the NDA, employee handbook, and any role-specific policies for signature. Use a tracked delivery method — e-signature platform or a signed return email — so you have a dated record of receipt.","Bundle all policy documents into a single signature packet to reduce back-and-forth and ensure nothing is missed.",{"step":371,"title":372,"description":373,"tip":374},8,"Complete the sign-off before the start date","Once all fields are checked, the responsible HR representative should sign and date the final sign-off line and store the completed checklist in the employee's permanent HR file.","Complete the sign-off at least 24 hours before the start date — not on the morning of — so any last-minute gaps can be resolved without disrupting the new hire's first day.",[376,380,384,388],{"mistake":377,"why_it_matters":378,"fix":379},"Marking background checks complete before the report is returned","A candidate may start work before a disqualifying result is reviewed, creating legal exposure and a difficult termination situation.","Lock the background check field so it can only be checked after the screening provider's final report has been received and reviewed by an authorized HR team member.",{"mistake":381,"why_it_matters":382,"fix":383},"No named owner for IT provisioning tasks","When device setup and system access are a shared team responsibility, items like VPN credentials or role-based permissions are routinely missed until the new hire's first morning.","Assign every IT task to a specific individual with a completion deadline at least two business days before the start date.",{"mistake":385,"why_it_matters":386,"fix":387},"Sending policy documents without a tracked acknowledgment","Without a dated signature or digital acknowledgment record, you cannot demonstrate the employee received the NDA or code of conduct — critical if a dispute arises.","Use an e-signature platform or require a signed return confirmation for every policy document. Store the acknowledgment in the employee's HR file alongside the checklist.",{"mistake":389,"why_it_matters":390,"fix":391},"Leaving the final sign-off blank","An unsigned checklist is a tracking note, not an accountable record. It cannot serve as evidence of due diligence in an audit or employment claim.","Require the HR representative or hiring manager to sign and date the sign-off field before the new hire's start date and file the completed form immediately.",[393,396,399,402,405,408,411,414],{"question":394,"answer":395},"What is a pre-employment checklist?","A pre-employment checklist is a structured form HR teams and hiring managers use to track every required step between offer acceptance and a new employee's first day. It covers document collection, background checks, payroll setup, IT provisioning, benefits enrollment, and policy acknowledgments in a single trackable record. Using a checklist ensures nothing is missed regardless of how many people are involved in the onboarding process.\n",{"question":397,"answer":398},"What should a pre-employment checklist include?","At minimum: candidate and role details, confirmation of a signed offer letter and employment contract, identity and work authorization document verification, background and reference check status, IT and systems access setup, payroll and tax form enrollment, benefits enrollment, workspace assignment, NDA and policy acknowledgments, and a final HR sign-off. The exact items vary by role, employment type, and jurisdiction.\n",{"question":400,"answer":401},"When should the pre-employment checklist be started?","Start the checklist as soon as the candidate verbally accepts the offer — before the written contract is signed. Many tasks, particularly background checks and IT provisioning, take several business days to complete. Starting immediately gives you a full runway to resolve any gaps before the first day without delaying the start date.\n",{"question":403,"answer":404},"Is a pre-employment checklist a legal requirement?","The checklist itself is not legally mandated, but many of the steps it tracks are required by law — I-9 completion in the US, right-to-work checks in the UK, and tax form collection in most jurisdictions. The checklist is the operational tool that ensures those legal requirements are completed and documented. It also creates an audit trail that protects the employer if a hiring decision is later challenged.\n",{"question":406,"answer":407},"How is a pre-employment checklist different from an onboarding checklist?","A pre-employment checklist covers everything that must happen before the new hire arrives — document collection, screening, IT setup, and payroll enrollment. An onboarding checklist covers what happens from day one onward — role orientation, introductions, training schedules, and 90-day goal setting. Both are needed for a complete new hire process; the pre-employment checklist hands off to the onboarding checklist on the first day.\n",{"question":409,"answer":410},"Can a pre-employment checklist be used for contractors and temp workers?","Yes, but the content differs. Contractor and temp checklists typically skip benefits enrollment and may not require a W-4 or equivalent tax form. However, work authorization verification, NDA signing, and IT access provisioning still apply. Maintain separate checklist versions for employees and contractors to avoid checking off inapplicable items.\n",{"question":412,"answer":413},"Who is responsible for completing the pre-employment checklist?","Responsibility is typically shared: HR owns document collection, payroll setup, and policy acknowledgments; IT owns provisioning; the hiring manager owns workspace assignment and role-specific access requests. The checklist should name a primary owner for each section and a final sign-off authority — usually the HR manager or recruiter — who confirms all items are done before the start date.\n",{"question":415,"answer":416},"How should completed pre-employment checklists be stored?","Store the completed, signed checklist in the employee's permanent HR file — either a physical file or a secure HRIS document vault. Retention periods vary by jurisdiction: in the US, the EEOC recommends keeping hiring records for at least one year from the date of hire. In the UK, six years is a common standard aligned to the Limitation Act. Check applicable local requirements and document your retention policy.\n",[418,422,426,430],{"industry":419,"icon_asset_id":420,"specifics":421},"Healthcare","industry-healthtech","Adds license and credential verification steps, mandatory immunization records, and HIPAA confidentiality acknowledgment to the standard checklist.",{"industry":423,"icon_asset_id":424,"specifics":425},"Financial Services","industry-fintech","Requires FINRA or FCA registration checks, enhanced background screening for financial crime, and signed client data handling policies before system access is granted.",{"industry":427,"icon_asset_id":428,"specifics":429},"Retail and Hospitality","industry-retail","High-volume, high-turnover hiring means streamlined checklists with tight turnaround windows — often 3–5 business days from offer to start date.",{"industry":431,"icon_asset_id":432,"specifics":433},"Technology / SaaS","industry-saas","IT provisioning is the most complex section — covering code repository access, SaaS licenses, VPN, and role-based permission groups across multiple systems.",[435,438,441,444],{"vs":231,"vs_template_id":436,"summary":437},"","A pre-employment checklist covers every step before the new hire's first day — screening, documents, IT setup, and payroll. An onboarding checklist picks up on day one with orientation, training, and 30-60-90 day goals. The two documents are sequential, not interchangeable. Use both for a complete new hire process.",{"vs":251,"vs_template_id":439,"summary":440},"new-employee-information-form-D12735","A new employee information form is a single data-capture document collecting personal details, emergency contacts, and payroll banking information from the employee. A pre-employment checklist is an HR-managed task tracker confirming that every compliance, IT, and document step has been completed. The information form feeds data into the checklist's payroll enrollment step.",{"vs":442,"vs_template_id":436,"summary":443},"Job Application Form","A job application form is used during the hiring process — before an offer — to collect candidate credentials, work history, and consent for screening. A pre-employment checklist is used after offer acceptance to verify and document readiness to start. They cover different phases of the hiring lifecycle.",{"vs":247,"vs_template_id":445,"summary":446},"employee-offboarding-checklist-D13418","An offboarding checklist mirrors the pre-employment checklist in reverse — revoking access, collecting equipment, processing final pay, and completing exit documentation when an employee leaves. Together, the two checklists bracket the full employment lifecycle and create a consistent, auditable record at both ends.",{"use_template":448,"template_plus_review":452,"custom_drafted":456},{"best_for":449,"cost":450,"time":451},"Small businesses, startups, and HR teams standardizing a repeatable pre-hire process","Free","15 minutes to customize per hire",{"best_for":453,"cost":454,"time":455},"Companies in regulated industries (healthcare, finance) or hiring across multiple jurisdictions","$100–$300 for an HR consultant review","1–2 days",{"best_for":457,"cost":458,"time":459},"Enterprises integrating the checklist into an HRIS or ATS with automated task assignments and audit logging","$500–$2,000+ for HRIS configuration or custom workflow development","1–3 weeks",[252,248,461,462,463,464,465,466,467,468,469,470],"employment-agreement_at-will-employee-D541","job-offer-letter-long-D12769","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","employee-handbook-D712","employee-dismissal-letter-D508","employment-agreement-executive-D543","fixed-term-contract-D13225","remote-work-agreement-D13282","temporary-employment-contract-D12734",{"emit_how_to":472,"emit_defined_term":472},true,{"primary_folder":100,"secondary_folder":474,"document_type":475,"industry":476,"business_stage":477,"tags":478,"confidence":482},"onboarding","checklist","general","all-stages",[474,479,475,480,481],"hiring","hr","pre-employment",0.95,"\u003Ch2>What is a Pre-Employment Checklist?\u003C/h2>\n\u003Cp>A \u003Cstrong>Pre-Employment Checklist\u003C/strong> is a structured form HR teams and hiring managers use to track every required task between a candidate's offer acceptance and their first day of work. It consolidates document collection, background screening, payroll enrollment, IT provisioning, benefits setup, and policy acknowledgments into a single accountable record — with checkboxes, assigned owners, and a final sign-off confirming the new hire is cleared to start. Rather than relying on memory or scattered email threads, it gives every person involved in the hiring process a shared, auditable list of exactly what needs to happen and when.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a structured pre-employment checklist, steps get missed — and the consequences range from an embarrassing first day to a serious compliance failure. A new hire who arrives without a working laptop, system credentials, or a completed I-9 reflects poorly on the organization and delays productivity from the start. More seriously, failing to verify work authorization before an employee begins work exposes the employer to regulatory fines; skipping a background check before granting facility access creates security and liability risks. A signed, filed checklist also serves as evidence of due diligence if a hiring decision is ever audited or challenged. This template gives you a ready-to-use form you can customize in minutes, assign by section to the right team member, and store as a permanent record in every employee's HR file.\u003C/p>\n",1781186025341]