[{"data":1,"prerenderedAt":493},["ShallowReactive",2],{"document-onboarding-and-orientation-policy-template-D13741":3},{"document":4,"label":7,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":182,"customdescription":6,"mdFm":183,"mdProseHtml":492},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"ONBOARDING & ORIENTATION POLICY INTRODUCTION The Onboarding and Orientation Policy of [COMPANY NAME] outlines the principles and procedures for welcoming and integrating new employees into the organization. This Policy ensures that the onboarding process is structured, informative, and designed to facilitate a smooth transition for new hires. PURPOSE The purpose of this Policy is to: Define the standard onboarding and orientation process for new employees. Foster a positive and productive work environment for new hires. Ensure compliance with legal and regulatory requirements related to the onboarding of employees. ONBOARDING AND ORIENTATION PROCESS [COMPANY NAME] will implement a structured onboarding and orientation process that includes the following key elements: Preparation: Human Resources (HR) will coordinate with hiring managers to ensure that all necessary paperwork, training materials, and equipment are prepared in advance. Orientation Session: New employees will participate in an orientation session that covers the organization's mission, values, culture, and policies. Legal and compliance matters will also be addressed during this session. Job-Specific Training: Depending on the role, new employees will receive job-specific training, including technical, safety, and compliance training as required. Mentorship: Each new employee will be paired with a mentor or buddy who will provide guidance and support during the onboarding process.",null,"Onboarding and Orientation Policy Template","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/onboarding-and-orientation-policy-template-D13741.png","https://templates.business-in-a-box.com/imgs/250px/13741.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13741.xml",{"title":15,"description":6},"onboarding and orientation policy template",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Company Policies","/templates/company-policies/","onboarding orientation policy template","https://templates.business-in-a-box.com/imgs/400px/13741.png","https://templates.business-in-a-box.com/imgs/600px/13741.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":34,"url":35},"Onboarding","/templates/onboarding/",[37,41,45,49,53,57,61,65,69,73,77,81,85,101,119,140,156,168],{"label":38,"url":39,"thumb":40,"extension":10},"Checklist_New-Employee Orientation","/template/checklist_new-employee-orientation-D566","https://templates.business-in-a-box.com/imgs/250px/566.png",{"label":42,"url":43,"thumb":44,"extension":10},"Checklist Customer Onboarding","/template/checklist-customer-onboarding-D13615","https://templates.business-in-a-box.com/imgs/250px/13615.png",{"label":46,"url":47,"thumb":48,"extension":10},"Checklist Vendor Onboarding","/template/checklist-vendor-onboarding-D13625","https://templates.business-in-a-box.com/imgs/250px/13625.png",{"label":50,"url":51,"thumb":52,"extension":10},"Checklist New Employee Onboarding","/template/checklist-new-employee-onboarding-D13617","https://templates.business-in-a-box.com/imgs/250px/13617.png",{"label":54,"url":55,"thumb":56,"extension":10},"How to Steps for Client Onboarding Process","/template/how-to-steps-for-client-onboarding-process-D12601","https://templates.business-in-a-box.com/imgs/250px/12601.png",{"label":58,"url":59,"thumb":60,"extension":10},"AI Policy","/template/ai-policy-D13598","https://templates.business-in-a-box.com/imgs/250px/13598.png",{"label":62,"url":63,"thumb":64,"extension":10},"Application Policy","/template/application-policy-D13439","https://templates.business-in-a-box.com/imgs/250px/13439.png",{"label":66,"url":67,"thumb":68,"extension":10},"Attendance Policy","/template/attendance-policy-D12625","https://templates.business-in-a-box.com/imgs/250px/12625.png",{"label":70,"url":71,"thumb":72,"extension":10},"Backup Policy","/template/backup-policy-D13249","https://templates.business-in-a-box.com/imgs/250px/13249.png",{"label":74,"url":75,"thumb":76,"extension":10},"Billing Policy","/template/billing-policy-D13603","https://templates.business-in-a-box.com/imgs/250px/13603.png",{"label":78,"url":79,"thumb":80,"extension":10},"Branding Policy","/template/branding-policy-D13606","https://templates.business-in-a-box.com/imgs/250px/13606.png",{"label":82,"url":83,"thumb":84,"extension":10},"Cancellation Policy","/template/cancellation-policy-D12627","https://templates.business-in-a-box.com/imgs/250px/12627.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":89,"extension":10,"preview":90,"thumb":91,"svgFrame":92,"seoMetadata":93,"parents":94,"keywords":99,"url":100},"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},[95,97],{"label":18,"url":96},"human-resources",{"label":21,"url":98},"company-policies","employee handbook","/template/employee-handbook-D712",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":9,"extension":10,"preview":105,"thumb":106,"svgFrame":107,"seoMetadata":108,"parents":110,"keywords":109,"url":118},"Employee Training Plan Your business slogan here. Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Contents Table of Contents 2 1. Executive Summary 3 1.1 Problem Definition 3 1.2 The Opportunity 3 1.3 The Solution 3 1.4 Goals and Objectives 3 1.5 Points of Contact 4 2. Instructional Analysis 5 2.1 Skill Analysis 5 2.2 Development Approach 6 2.3 Recommendations 6 3. Instructional Methods 7 3.1 Training Methodology 7 3.2 Training Database 7 3.3 Testing and Evaluation 8 4. Training Resources 10 4.1 Training Course Administration 10 4.2 Resources and Facilities 11 4.3 Schedules 12 4.4 Future Training 12 5. Training Materials List 13 5.1 Purpose and Scope 13 5.2 Training Materials List 14 6. Training Curriculum 15 7. Action Plan 16 8. Training Plan Approval 17 9. References 18 1. Executive Summary The executive summary will provide readers a brief yet dynamic description of the key components of the employee training plan. To make sure it is clear and comprehensive, it is often the last section to be written. A first-time reader should be able to read the summary by itself and know what your employee training plan is all about. The summary should stand alone and should not refer to other parts of your employee training plan. The summary, between one to three pages in length, will motivate readers to continue reading the remainder of the employee training plan in more detail. 1.1 Problem Definition Define the current problem relating to employee training. 1.2 The Opportunity Describe the opportunity for improvement. 1.3 The Solution Describe the solution. Note: you will need to go into detail about how you will execute the proposed solution in Section 2 and onward. 1.4 Goals and Objectives Based on the above, explain the goals and objectives that you want to achieve. They must be measurable, with a timeframe. 1.5 Points of Contact Provide the company name and the titles of key points of contact for overall system development. Examples of the points of contact are: Program Manager, Project Manager, Security Manager, QA Manager, Training Representatives, and Training Manager. Include all necessary additional lines as required in the table below. Role Name Contact Number Business Sponsor Program Manager Project Manager QA Manager Configuration Manager Center ISSO Training Manager/Coordinator Training Representatives 2. Instructional Analysis 2.1 Skill Analysis Describe the target audiences for the training courses that are intended to be developed. Examples of target audiences may include user professionals, clerical staff members, data entry clerks, ADP and non-ADP managers, technical professionals, and executives. Give a detailed description of the task that requires teaching to meet objectives and the skills required to learn tasks. Include the details of the training needs for each target audience in this section. If appropriate, ensure this section also discusses the needs and courses based on staff location groupings. S/N Course Target Audience 1. [Insert Course Name] [Ex: Data Entry Clerks] 2. 3. S/N Task Description Objectives Skills Required to Learn 1. [Insert Task Description] [Describe Task Objectives] [Explain Required Skills] 2. 3. 2.2 Development Approach Discuss the approach utilized for the development of the course curriculum and for ensuring development of quality training products. Include the methodology for the analysis of training requirements based on performance objectives. List and identify the topics or subjects for conducting training. SUBJECTS/TOPICS FOR TRAINING [Insert Subject] [Insert Subject] [Insert Subject] [Insert Subject] 2.3 Recommendations Provide current and possible problems relating to training. Include the recommendations for solving each issue. Fill in the table below Training Issue Recommendation 3. Instructional Methods 3.1 Training Methodology Provide an outline of the training method for the proposed courses. Fill in the table below for tracking. Training Methodology: S/N Course Target Audience Training Methodology 1. [Insert Course Title] [Choose Target Audience] [Describe Training Method] 2. 3. 4. 3.2 Training Database Identify and discuss the training database and its usefulness during the training process. This section should relate production data to various training scenarios and cases for instructional reasons. Go into more comprehensive detail on the method of training database development. Fill in (N/A) if this section isn't applicable to the company. 3.3 Testing and Evaluation Describe the methods utilized in the establishment and maintenance of quality assurance for the curriculum development procedure. Include methods for testing and evaluating effectiveness of training, employee progress and performance. Incorporate feedback for modification and enhancement of course structure and/or materials. Benchmark Method of Testing Feedback/Comment Prospective Employee Performance Employee Progress Training Effectiveness N","Employee Training Plan","17","https://templates.business-in-a-box.com/imgs/1000px/employee-training-plan-D13175.png","https://templates.business-in-a-box.com/imgs/250px/13175.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13175.xml",{"title":109,"description":6},"employee training plan",[111,112,115],{"label":18,"url":96},{"label":113,"url":114},"Motivation & Appreciation","motivation-appreciation",{"label":116,"url":117},"Staff Management","staff-management","/template/employee-training-plan-D13175",{"description":120,"descriptionCustom":6,"label":121,"pages":122,"size":9,"extension":10,"preview":123,"thumb":124,"svgFrame":125,"seoMetadata":126,"parents":128,"keywords":127,"url":139},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: [new EMPLOYEE name] Welcome to [YOUR COMPANY NAME]! Dear [new EMPLOYEE name], It is with great pleasure that I welcome you as a new employee to [YOUR COMPANY NAME]. I am very pleased that you have chosen to accept our offer of employment and know that this is the beginning of a mutually beneficial relationship.","New Employee Welcome Letter","1","https://templates.business-in-a-box.com/imgs/1000px/new-employee-welcome-letter-D591.png","https://templates.business-in-a-box.com/imgs/250px/591.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#591.xml",{"title":127,"description":6},"new employee welcome letter",[129,130,133,136],{"label":18,"url":96},{"label":131,"url":132},"Hire an Employee","hire-employee",{"label":134,"url":135},"Letters to Applicant","/letters-to-applicant",{"label":137,"url":138},"Employee Letters","employee-letters","/template/new-employee-welcome-letter-D591",{"description":141,"descriptionCustom":6,"label":142,"pages":143,"size":9,"extension":10,"preview":144,"thumb":145,"svgFrame":146,"seoMetadata":147,"parents":149,"keywords":148,"url":155},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement 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. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":148,"description":6},"employment agreement_at will employee",[150,151,152],{"label":18,"url":96},{"label":131,"url":132},{"label":153,"url":154},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":157,"descriptionCustom":6,"label":158,"pages":122,"size":9,"extension":10,"preview":159,"thumb":160,"svgFrame":161,"seoMetadata":162,"parents":164,"keywords":163,"url":167},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [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.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":163,"description":6},"job offer letter long",[165,166],{"label":18,"url":96},{"label":131,"url":132},"/template/job-offer-letter-long-D12769",{"description":169,"descriptionCustom":6,"label":170,"pages":171,"size":9,"extension":10,"preview":172,"thumb":173,"svgFrame":174,"seoMetadata":175,"parents":177,"keywords":180,"url":181},"REMOTE WORK AGREEMENT This Remote Work Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [NAME OF THE EMPLOYER], (the \"Employer\" or \"Company\"), a Company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [NAME OF THE EMPLOYEE], (the \"Employee\"), an individual with their main address located at: [COMPLETE ADDRESS] Collectively, the Employer and the Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has made an offer to the Employee to work remotely in the capacity of [JOB TITLE] at the Company; NOW THEREFORE in consideration and as a condition of the Parties entering into this Agreement and other valuable considerations, the receipt and sufficiency of which consideration is acknowledged, the Parties agree as follows: APPOINTMENT The Company hereby offers the Employee appointment, and the Employee agrees to serve the Company to work remotely in the capacity of [JOB TITLE] as of [DATE] (the \"Effective Date\"). PROBATION PERIOD The Employee will be on a Probation Period for a period of [MONTHS/DAYS]. The Employee's confirmation as a permanent employee is subject to the Employee making a positive contribution to the Company and is further subject to meeting certain standards and qualifying criteria during the Probation Period. PLACE OF WORK The Employee shall perform their duties at the location of their choice. The Employee will report to the [SPECIFY THE DESIGNATION] on a needs basis in the following manner: [SPECIFY THE MANNER OF COMMUNICATION]. REMOTE WORK While working remotely, the Employee will remain accessible during the remote work. The Employee will check in with the supervisor to discuss status and open issues and be available for video/teleconferences, scheduled on an as-needed basis. The Employee will take rest and meal breaks while working remotely in full compliance with all applicable policies or collective bargaining agreements, and request supervisor approval to use vacation or sick leave. To ensure that the Employee's performance will not suffer in a remote work arrangement, the Employee is advised to choose a quiet and distraction-free working space, have an internet connection that is adequate for their job and dedicate their full attention to their job duties during working hours. Equipment. The Company will provide the Employee with equipment that is essential to their job duties, like laptops and headsets. The Employee will install VPN and company-required software when the Employee receives their equipment. The Employee must keep their equipment password protected, follow all data encryption, protection standards and settings, and refrain from downloading suspicious, unauthorized or illegal software. NOTICE PERIOD During the Probation Period, if the Employee's performance is found to be unsatisfactory or if it does not meet the prescribed criteria, the Employee's employment can be terminated by the Company with [NUMBER OF DAYS] day's notice or salary thereof. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company. DUTIES The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Managing Director and/or his/her nominated deputies may from time to time assign or give to the Employee. [SPECIFY DUTIES] WORKING HOURS The total working hours will be [SPECIFY HOURS] hours on Mondays to Saturdays. It is expected that the Employee will be flexible with the working hours and work such additional hours as might be necessary to efficiently perform duties under this Agreement. The Company reserves the right to change the working days and the working hours. The Employee shall be entitled to leave and holidays as per the Leave Policy of the Company. In the event the Employee is absent from work and unable to perform duties satisfactorily by reason of any injury, illness or other reason acceptable to the Company, the Employee will be entitled to receive salary and other benefits for up to [NUMBER OF DAYS] consecutive working days during any such absence, within a period of 12 consecutive months. REMUNERATION The Employee's starting total monthly gross salary and during the Probation Period will be as per details in the annexure, hereinafter known as Exhibit A. Any bonus is subject to review in accordance with the Company's practice and policies from time to time, however, there shall be no obligation on the Company to increase the salary or award bonuses at any point of time, save and except at its sole discretion. The Company shall pay or refund or procure to be paid or refunded all reasonable travelling and other similar out of pocket expenses necessarily and incurred by the Employee wholly in the proper performance of duties, subject to production by the Employee of such evidence of the expenses as the Company may reasonably require. The Employee will be required to fill in the claims forms in which the Employee shall provide the correct information of the expenses incurred. CONFIDENTIALITY AND INTELLECTUAL PROPERTY If at any time during the Employee's employment under this Agreement, the Employee participates in the making or discovery of any Intellectual Property directly or indirectly relating to or capable of being used by the Company, full details of the Intellectual Property shall immediately be disclosed in writing by the Employee to the Company and the Intellectual Property shall be the absolute property of the Company. At the request and expense of the Company, the Employee shall give and supply all such information, data, drawings, and assistance as may be necessary or in the opinion of the Company desirable to enable the Company to exploit the Intellectual Property to the best advantage as decided by the Company. The Employee shall execute all documents and do all things which may, in the opinion of the Company, be necessary or desirable for obtaining copyright, design or other protection for the Intellectual Property and for vesting the same in the Company, as the Company may direct. As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of Employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during employment with the Company nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company or any company of the Group to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects relating to the Employee in the course of employment, for the purpose of the Company's administration and management of its employees, its business and to comply with applicable procedures, laws and regulations. ","Remote Work Agreement","8","https://templates.business-in-a-box.com/imgs/1000px/remote-work-agreement-D13282.png","https://templates.business-in-a-box.com/imgs/250px/13282.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13282.xml",{"title":176,"description":6},"remote work agreement",[178,179],{"label":18,"url":96},{"label":21,"url":98},"remote work policy","/template/remote-work-policy-D13282",false,{"seo":184,"reviewer":195,"quick_facts":199,"at_a_glance":201,"personas":205,"variants":229,"glossary":257,"sections":287,"how_to_fill":333,"common_mistakes":374,"faqs":399,"industries":427,"comparisons":444,"diy_vs_pro":457,"educational_modules":470,"related_template_ids_curated":473,"schema":480,"classification":482},{"meta_title":185,"meta_description":186,"primary_keyword":15,"secondary_keywords":187},"Onboarding and Orientation Policy Template (Free Word)","Free onboarding and orientation policy template for formalizing new-hire processes. Trusted by companies in USA, Canada, UK, Australia, and 190+ countries. Free Word and PDF download.",[188,189,190,191,192,193,194],"employee onboarding policy template","new hire orientation policy","onboarding policy word template","employee orientation policy template free","new employee onboarding policy","hr onboarding policy template","staff orientation policy template",{"name":196,"credential":197,"reviewed_date":198},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":200,"legal_review_recommended":182,"signature_required":182},"medium",{"what_it_is":202,"when_you_need_it":203,"whats_inside":204},"An Onboarding and Orientation Policy is an HR operational document that defines the structured process for integrating new employees into the organization — from offer acceptance through the end of a probationary period. This free Word download gives you a ready-to-edit policy covering roles, timelines, training milestones, and compliance requirements that you can tailor to your company and export as PDF.\n","Use it when formalizing your new-hire process, standardizing the experience across departments, or preparing for HR audits that require documented people-management procedures.\n","Policy purpose and scope, pre-boarding requirements, orientation schedule, role-specific training plan, manager and HR responsibilities, compliance and documentation checklist, probationary-period expectations, and policy review cadence.\n",[206,210,214,218,222,225],{"title":207,"use_case":208,"icon_asset_id":209},"HR managers","Standardizing the new-hire experience across all departments and locations","persona-hr-manager",{"title":211,"use_case":212,"icon_asset_id":213},"Small business owners","Creating a repeatable onboarding process without a dedicated HR team","persona-small-business-owner",{"title":215,"use_case":216,"icon_asset_id":217},"Operations directors","Documenting onboarding as part of a broader operational procedures library","persona-operations-director",{"title":219,"use_case":220,"icon_asset_id":221},"Startup founders","Building first-hire processes before scaling headcount rapidly","persona-startup-founder",{"title":223,"use_case":224,"icon_asset_id":209},"People and culture leads","Improving 90-day retention by defining clear milestones and check-ins",{"title":226,"use_case":227,"icon_asset_id":228},"Franchise operators","Ensuring consistent onboarding across multiple locations or franchisees","persona-franchise-applicant",[230,234,238,242,245,249,253],{"situation":231,"recommended_template":232,"slug":233},"Onboarding a remote employee with no in-person orientation","Remote Work Policy","remote-work-policy-D13282",{"situation":235,"recommended_template":236,"slug":237},"Documenting a 30-60-90 day performance plan for a new hire","30-60-90 Day Plan","30-60-90-day-plan-D12758",{"situation":239,"recommended_template":240,"slug":241},"Formalizing probationary-period expectations and evaluation criteria","Probationary Period Policy","90-day-probationary-period-policy-D13480",{"situation":243,"recommended_template":87,"slug":244},"Capturing the full scope of HR policies in one document","employee-handbook-D712",{"situation":246,"recommended_template":247,"slug":248},"Outlining training requirements for a specific role or department","Training Plan Template","employee-training-plan-D13175",{"situation":250,"recommended_template":251,"slug":252},"Communicating the onboarding schedule to the new hire before day one","Welcome Letter to New Employee","new-employee-welcome-letter-D591",{"situation":254,"recommended_template":255,"slug":256},"Assigning a buddy or mentor as part of a structured onboarding program","Mentorship Agreement","non-profit-partnership-agreement-D14023",[258,261,264,266,269,272,275,278,281,284],{"term":259,"definition":260},"Pre-boarding","The period between a candidate accepting an offer and their official start date, during which administrative and access setup tasks are completed.",{"term":262,"definition":263},"Orientation","The formal introduction to the organization on or near the first day, covering culture, policies, facilities, and administrative setup.",{"term":34,"definition":265},"The broader process — spanning days to months — of integrating a new employee into their role, team, and company culture.",{"term":267,"definition":268},"Probationary Period","A defined initial employment period — typically 30 to 90 days — during which performance is evaluated before full confirmation of the role.",{"term":270,"definition":271},"Role-Specific Training","Job-function training that equips the employee with the technical skills, tools, and processes needed to perform their specific duties.",{"term":273,"definition":274},"Onboarding Buddy","A peer assigned to a new hire to answer informal questions, make introductions, and ease the social integration into the team.",{"term":276,"definition":277},"Compliance Training","Mandatory training covering legal and regulatory obligations — such as workplace safety, harassment prevention, and data privacy — that all employees must complete.",{"term":279,"definition":280},"I-9 Verification","The US federal process of verifying a new employee's identity and legal authorization to work, completed on or before the first day of employment.",{"term":282,"definition":283},"Onboarding Checklist","A structured list of tasks — equipment setup, system access, policy acknowledgments, and introductions — that must be completed by defined dates.",{"term":285,"definition":286},"Time-to-Productivity","The elapsed time from a new hire's start date to the point at which they are performing their role at the expected standard.",[288,293,298,303,308,313,318,323,328],{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Purpose and scope","States why the policy exists, which employee categories it covers (full-time, part-time, contract, or all), and what outcomes it is designed to achieve.","This policy establishes [COMPANY NAME]'s standard process for onboarding and orienting all new employees hired on or after [EFFECTIVE DATE]. It applies to full-time and part-time employees across all departments and locations.","Scoping the policy only to full-time hires and omitting contractors or part-time staff — creating inconsistent experiences that generate compliance gaps.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Roles and responsibilities","Assigns ownership of each onboarding task to a specific role — HR, the hiring manager, IT, and the new employee — so nothing falls through the cracks.","HR is responsible for completing I-9 verification and benefits enrollment. The Hiring Manager is responsible for the 30- and 60-day check-ins. IT is responsible for system access provisioned by [DATE RELATIVE TO START].","Listing HR as responsible for everything without assigning any tasks to the hiring manager — resulting in managers who treat onboarding as someone else's job.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Pre-boarding requirements","Defines the tasks to complete between offer acceptance and the start date — paperwork, equipment ordering, system access setup, and welcome communication.","HR shall send the new-hire packet within [2] business days of offer acceptance. IT shall provision system access no later than [DATE BEFORE START DATE]. The hiring manager shall send a welcome email within [5] business days of the start date being confirmed.","Starting onboarding tasks only on the first day, leaving the new hire without a laptop, email access, or a desk — a preventable failure that signals organizational dysfunction.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Day-one orientation schedule","Outlines the structured agenda for the employee's first day, including introductions, facility or virtual tour, policy review, and administrative setup completion.","9:00 AM — Welcome and introductions with [HIRING MANAGER / HR CONTACT]. 10:00 AM — Facilities tour and security badge issuance. 11:00 AM — Policy review and acknowledgment sign-off. 1:00 PM — IT setup and system access confirmation. 3:00 PM — Team lunch or virtual meet-and-greet.","Filling day one with back-to-back policy readings and form-signing. Information overload on day one increases early-tenure anxiety and reduces retention of critical content.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"First-week training plan","Describes the structured learning activities — tool walkthroughs, process introductions, shadowing sessions — planned for the first five business days.","By end of Week 1, [EMPLOYEE NAME] shall complete: [SYSTEM NAME] platform walkthrough with [TRAINER NAME], introduction to [TEAM NAME] workflows, and review of [KEY PROCESS DOCUMENTATION]. Compliance training modules must be assigned by Day 2.","Treating the first-week plan as optional guidance rather than a scheduled commitment — resulting in new hires spending days with nothing to do, which drives early disengagement.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Role-specific training milestones","Sets measurable training checkpoints at 30, 60, and 90 days, specifying what competencies the employee must demonstrate and who evaluates them.","By Day 30: complete [MODULE NAME] certification and demonstrate proficiency in [TOOL/PROCESS]. By Day 60: independently manage [TASK] with manager review. By Day 90: meet performance benchmarks outlined in Schedule A and confirm role objectives for the remainder of Year 1.","Setting 90-day milestones without defining what 'proficiency' means in measurable terms — making the evaluation entirely subjective and difficult to act on.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Compliance and documentation requirements","Lists the mandatory forms, acknowledgments, and training completions that must be on file — including I-9, tax forms, policy sign-offs, and any jurisdiction-specific requirements.","The following must be completed by Day 1: Form I-9 (US employees), federal and state tax withholding forms, direct deposit authorization, and acknowledgment of the Code of Conduct. The following must be completed by Day 5: harassment prevention training, data privacy training, and workplace safety orientation.","Treating compliance documentation as a Day 1 formality and not tracking completion — resulting in missing records that create audit exposure.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Manager check-in schedule","Defines the cadence and format of structured one-on-one meetings between the hiring manager and the new hire throughout the onboarding period.","Hiring managers shall conduct a 30-minute check-in at the end of Week 1, a formal 30-day review using the [FORM NAME], a 60-day performance discussion, and a 90-day end-of-probation evaluation. Notes from each check-in shall be submitted to HR within [3] business days.","Scheduling check-ins without a structured agenda or feedback form — turning them into informal chats that leave no documentation trail for performance management.",{"name":329,"plain_english":330,"sample_language":331,"common_mistake":332},"Policy review and update cadence","States who owns the policy, how often it is reviewed, and the process for communicating updates to managers and employees.","This policy shall be reviewed annually by [HR TITLE] in [MONTH] each year or following any significant change in employment law, organizational structure, or onboarding technology. Updated versions shall be distributed to all hiring managers within [10] business days of approval.","Setting a review cadence but assigning no owner — meaning the policy becomes outdated as headcount, tools, and legal requirements evolve.",[334,339,344,349,354,359,364,369],{"step":335,"title":336,"description":337,"tip":338},1,"Define the policy scope and effective date","Specify which employee categories the policy covers — full-time, part-time, temporary, contract — and enter the effective date. Add a version number so HR can track revisions over time.","If your organization uses contractors extensively, include them in scope but note any process differences that apply to non-employee workers.",{"step":340,"title":341,"description":342,"tip":343},2,"Assign owners to each onboarding responsibility","Map every task in the policy to a specific role — not a person's name — so the policy remains valid through personnel changes. Common owners are HR, the hiring manager, IT, and the new employee.","Use a RACI matrix (Responsible, Accountable, Consulted, Informed) in the roles section if you have more than three functions involved.",{"step":345,"title":346,"description":347,"tip":348},3,"Build the pre-boarding task list with deadlines","List every action required before the start date and assign a deadline relative to the start date — for example, 'IT provisions access T-2 business days.' Include the new hire packet, system access, equipment, and welcome communication.","Automate pre-boarding task triggers in your HRIS if possible — manual reminders fail when multiple hires start in the same week.",{"step":350,"title":351,"description":352,"tip":353},4,"Design the day-one orientation agenda","Build a realistic hour-by-hour schedule for the first day that balances administrative setup with meaningful human connection. Limit mandatory policy readings to no more than 90 minutes total.","For remote hires, replace the physical tour with a virtual all-hands or recorded company overview video to avoid an isolating first day.",{"step":355,"title":356,"description":357,"tip":358},5,"Set measurable 30-60-90 day milestones","Write specific, observable milestones for each checkpoint — tool certifications, completed projects, independently managed tasks — rather than vague competency statements.","Align Day 90 milestones directly with the job description's core performance indicators so the end-of-probation evaluation is consistent and objective.",{"step":360,"title":361,"description":362,"tip":363},6,"List all compliance documentation requirements with deadlines","Enumerate every form, acknowledgment, and mandatory training module with the deadline for completion. Separate Day 1 requirements from Day 5 and Day 30 requirements.","Check your jurisdiction's employment law annually — some states and provinces have added specific onboarding disclosure requirements in recent years.",{"step":365,"title":366,"description":367,"tip":368},7,"Enter manager check-in dates and attach the feedback form","Specify the exact timing of each structured check-in and reference the feedback form or template to be used. Submit instructions for HR documentation retention.","Pre-populate check-in dates in the hiring manager's calendar as a calendar invite template to remove the friction of scheduling each one manually.",{"step":370,"title":371,"description":372,"tip":373},8,"Set the review owner and annual review date","Name the HR role responsible for annual policy review, enter the review month, and add a distribution requirement so updated versions reach all hiring managers promptly.","Tie the annual review to your fiscal year start or your largest seasonal hiring window so the policy is always current when hiring volume peaks.",[375,379,383,387,391,395],{"mistake":376,"why_it_matters":377,"fix":378},"Starting onboarding tasks on day one instead of during pre-boarding","A new employee who arrives without a laptop, email access, or a workspace spends their first day waiting — signaling operational disorganization and damaging their first impression of the company.","Build a pre-boarding checklist with deadlines relative to the start date and assign accountability to IT, HR, and the hiring manager separately.",{"mistake":380,"why_it_matters":381,"fix":382},"Assigning all onboarding responsibility to HR","HR cannot complete role-specific training, introductions to teammates, or job-function coaching — the tasks that most directly affect time-to-productivity and 90-day retention.","Explicitly assign the hiring manager to own the first-week training plan, day-30 check-in, and role-specific milestone evaluations.",{"mistake":384,"why_it_matters":385,"fix":386},"Setting vague probationary milestones","Milestones like 'demonstrate proficiency' or 'meet expectations' are unenforceable and create conflict when the manager and employee have different interpretations at the 90-day mark.","Write milestones as observable, measurable outcomes — for example, 'independently manage three client accounts with no escalations' — so the evaluation is factual, not subjective.",{"mistake":388,"why_it_matters":389,"fix":390},"Never updating the policy after initial creation","Onboarding tools, team structures, compliance requirements, and remote-work norms change regularly — a policy that reflects a two-year-old process creates confusion and gaps.","Assign a named HR role as policy owner and set a calendar reminder for an annual review, with a change-log section at the front of the document.",{"mistake":392,"why_it_matters":393,"fix":394},"Overloading day one with policy readings and form-signing","Information overload on the first day reduces retention of critical content, increases new-hire anxiety, and delays the social connection that most directly predicts early engagement.","Spread compliance documentation across the first week, distribute pre-reading materials before day one, and reserve day one for introductions, setup, and a brief culture overview.",{"mistake":396,"why_it_matters":397,"fix":398},"Omitting remote or hybrid-specific onboarding procedures","Applying an in-office orientation script to a remote hire — or providing no equivalent — leaves distributed employees without the context, access, and social connection their in-office peers receive on day one.","Add a remote-hire addendum to the policy covering virtual tour alternatives, communication-tool setup, and structured virtual introductions in the first week.",[400,403,406,409,412,415,418,421,424],{"question":401,"answer":402},"What is an onboarding and orientation policy?","An onboarding and orientation policy is a formal HR document that defines the structured process for integrating new employees into the organization. It covers everything from pre-boarding tasks before the start date through day-one orientation, role-specific training milestones, compliance documentation requirements, and manager check-in schedules. Its purpose is to create a consistent, repeatable experience regardless of which department or manager is hiring.\n",{"question":404,"answer":405},"What is the difference between onboarding and orientation?","Orientation is a specific event — typically the first day or first week — that introduces the new employee to the company's culture, facilities, policies, and administrative setup. Onboarding is the broader process spanning weeks or months that integrates the employee into their role, team, and working rhythms. A good policy covers both: the structured first-day event and the longer integration arc through the probationary period.\n",{"question":407,"answer":408},"How long should onboarding last?","Most organizations structure onboarding around a 30-60-90 day framework, with formal milestones and manager check-ins at each interval. Research consistently shows that extending structured onboarding beyond the first week — with role-specific training and regular feedback — improves 12-month retention by 25–30% compared to orientation-only programs. Complex or senior roles may warrant a 6-month onboarding arc.\n",{"question":410,"answer":411},"Who is responsible for employee onboarding?","Effective onboarding requires shared ownership. HR typically owns the administrative setup, compliance documentation, and policy distribution. The hiring manager owns the role-specific training plan, team introductions, and performance check-ins. IT owns equipment provisioning and system access. A written policy assigns each task to a specific role so accountability is clear regardless of personnel changes.\n",{"question":413,"answer":414},"What compliance requirements should an onboarding policy address?","At minimum, US employers should address I-9 work-authorization verification (required on or before day one), federal and state tax withholding forms, direct deposit authorization, and any mandatory training — such as harassment prevention or workplace safety — required by applicable state law. Requirements vary by jurisdiction, so the policy should be reviewed annually against current employment law.\n",{"question":416,"answer":417},"Should the onboarding policy be included in the employee handbook?","You can include a summary of onboarding expectations in the employee handbook, but the detailed operational policy — with task checklists, timelines, and role assignments — is typically maintained as a separate HR operations document. This separation makes the policy easier to update without triggering a full handbook revision every time a tool, process, or compliance requirement changes.\n",{"question":419,"answer":420},"How do I adapt the onboarding policy for remote employees?","Add a remote-hire addendum that replaces in-person elements with virtual equivalents: a recorded company overview video instead of a facility tour, a virtual team lunch or video introduction session, and a communication-tool setup guide sent before day one. Equipment and system access deadlines become even more critical for remote hires, since there is no IT desk to walk up to on day one.\n",{"question":422,"answer":423},"How often should the onboarding policy be reviewed and updated?","An annual review is the minimum standard. Trigger an off-cycle review whenever your HRIS or onboarding tooling changes, when employment law in your jurisdiction adds new onboarding disclosure requirements, or when employee feedback or exit interviews consistently identify gaps in the first-90-day experience. Assign a named HR role as policy owner to ensure the review actually happens.\n",{"question":425,"answer":426},"Can a small business use a formal onboarding policy?","Yes — and it matters more at small businesses precisely because there is no dedicated HR team to fill in the gaps informally. A documented policy ensures that the second and tenth hires get the same structured experience as the first, reduces manager guesswork, and demonstrates organizational maturity to candidates comparing multiple offers. Start with the core sections and expand as your headcount and process complexity grow.\n",[428,432,436,440],{"industry":429,"icon_asset_id":430,"specifics":431},"Technology / SaaS","industry-saas","System-access provisioning, security training, and tool-stack walkthroughs are critical pre-boarding tasks given the volume of platforms engineers and sales teams use from day one.",{"industry":433,"icon_asset_id":434,"specifics":435},"Healthcare","industry-healthtech","Credentialing verification, HIPAA training completion, and clinical orientation are compliance-critical onboarding steps that must be documented before a new hire can interact with patients or patient data.",{"industry":437,"icon_asset_id":438,"specifics":439},"Retail / Hospitality","industry-retail","High turnover makes a streamlined, repeatable onboarding process — with a short orientation and fast role-specific training — essential for getting new staff productive within 1–3 days.",{"industry":441,"icon_asset_id":442,"specifics":443},"Professional Services","industry-professional-services","Client confidentiality policies, billing and time-tracking tool training, and introduction to key client accounts are the highest-priority onboarding tasks for client-facing roles.",[445,447,451,454],{"vs":87,"vs_template_id":244,"summary":446},"An employee handbook is the comprehensive reference document covering all company policies — conduct, benefits, leave, and more. An onboarding policy is an operational HR procedure focused specifically on the integration process for new hires. The handbook is given to employees; the onboarding policy is used by HR and managers to run the process. Both are needed, but they serve different audiences.",{"vs":448,"vs_template_id":449,"summary":450},"Training Plan","training-plan-D13060","A training plan outlines the specific learning activities, content, and assessments for a role or skill area. An onboarding policy sets the broader framework — timelines, responsibilities, compliance requirements, and check-ins — within which role-specific training plans operate. The onboarding policy references training plans; it does not replace them.",{"vs":251,"vs_template_id":452,"summary":453},"welcome-letter-to-a-new-employee-D13256","A welcome letter is a short communication sent to the new hire before day one to confirm logistics and set a positive tone. An onboarding policy is an internal HR governance document that defines the process those logistics follow. The welcome letter is written for the employee; the onboarding policy is written for the organization.",{"vs":240,"vs_template_id":455,"summary":456},"D{PROBATIONARY_PERIOD_POLICY_ID}","A probationary period policy focuses specifically on the evaluation criteria, manager obligations, and termination conditions that apply during an initial employment period. An onboarding policy is broader — it covers the full integration process, of which the probationary period is one component. Organizations typically need both documents to fully govern the new-hire experience.",{"use_template":458,"template_plus_review":462,"custom_drafted":466},{"best_for":459,"cost":460,"time":461},"Small and mid-sized businesses building or formalizing their onboarding process for the first time","Free","2–4 hours to customize and finalize",{"best_for":463,"cost":464,"time":465},"Organizations in regulated industries or those scaling headcount rapidly across multiple jurisdictions","$300–$800 for an HR consultant review","1–3 days",{"best_for":467,"cost":468,"time":469},"Enterprise employers with union agreements, multi-country operations, or complex compliance onboarding requirements","$1,500–$5,000+ for a custom HR policy project","2–4 weeks",[471,472],"building-a-30-60-90-day-onboarding-plan","employee-retention-and-the-first-90-days",[244,248,252,474,475,233,476,477,478,479,241,256],"employment-agreement_at-will-employee-D541","job-offer-letter-long-D12769","non-disclosure-agreement-nda-D12692","how-to-review-employee-performance-D12595","employee-dismissal-letter-D508","business-management-checklist-D12941",{"emit_how_to":481,"emit_defined_term":481},true,{"primary_folder":96,"secondary_folder":483,"document_type":484,"industry":485,"business_stage":486,"tags":487,"confidence":491},"onboarding","policy","general","all-stages",[483,484,488,489,490],"hr","compliance","employee-integration",0.98,"\u003Ch2>What is an Onboarding and Orientation Policy?\u003C/h2>\n\u003Cp>An \u003Cstrong>Onboarding and Orientation Policy\u003C/strong> is a formal HR operational document that defines the structured process for integrating new employees into the organization — from offer acceptance through the end of a probationary period. It assigns specific responsibilities to HR, hiring managers, and IT; establishes timelines for pre-boarding tasks, day-one orientation, and role-specific training milestones; and lists the compliance documentation that must be completed and retained. Unlike an ad-hoc checklist, a written policy ensures every new hire — regardless of department, location, or hiring manager — receives a consistent, well-organized introduction to the company.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a documented onboarding policy, the new-hire experience is entirely dependent on which manager is doing the hiring — and the gaps show. Employees who arrive to find their laptop unprovisioned, their first week unscheduled, and their manager unprepared are measurably more likely to disengage within 90 days. Research from the Society for Human Resource Management consistently links structured onboarding programs with 25–30% improvements in first-year retention. Beyond retention, a written policy creates an auditable record that HR is executing onboarding consistently — a requirement for ISO 9001 certification, certain government contracting standards, and any HR due diligence process tied to a merger or acquisition. This template gives you the complete policy framework in a format you can customize in hours, not weeks.\u003C/p>\n",1781185989188]