[{"data":1,"prerenderedAt":478},["ShallowReactive",2],{"document-training-new-employees-checklist-D13412":3},{"document":4,"label":26,"preview":11,"thumb":27,"thumb600":28,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":29,"breadcrumb":33,"related":41,"customDescModule":183,"customdescription":6,"mdFm":184,"mdProseHtml":477},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"CHECKLIST TRAINING NEW EMPLOYEES When new hires join a company, there is a delay between their employment and their contribution to the company. During this delay, the management will train and teach them the skills needed to achieve their tasks. Some companies forgo training their new employees, expecting them to learn on the job. Although training new employees takes time, there needs to be organized management in charge or the delay time can increase. Training new employees in a company is an investment that leads to company productivity. Successful and strategic training will enable employees to contribute to the company sooner. Before the New Employee's First Day Send new hires some resources or materials in advance to save on training time. These resources help new employees to prepare before starting work. The following are some things to do before the new employee begins work: Send the new hires the first-day agenda to prepare them for what to expect. Send them some instructions and manuals to teach them how to set up a corporate account. Send them a copy of the employee handbook, either printed or digital, so they can prepare any questions they may have. New Employee's First Day During the company overview training, explain how the departments in the company operate. If multiple new hires begin work on the same day, you can present the overview in groups. Also, ensure that each group numbers three to four employees at most. Here is what the company's overview entails: A detailed statement of the company's history and mission. New product demonstrations. The company's key achievements and timeline. A detailed explanation of the roles and structures of the department. Company Policies Training When presenting the company's policies, highlight the vital things new employees need to know. Acknowledge and address any questions they might have. The following are what to include during company policies training: If relevant, explain the requirements for remote work. Describe the rules of the workplace and the type of leave the new employee is eligible for. Ensure the recent hires review and sign the necessary documents, such as non-disclosure agreements. 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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.]. 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","1","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":99,"description":6},"job offer letter long",[101,103],{"label":36,"url":102},"human-resources",{"label":104,"url":105},"Hire an Employee","hire-employee","/template/job-offer-letter-long-D12769",{"description":108,"descriptionCustom":6,"label":109,"pages":110,"size":9,"extension":10,"preview":111,"thumb":112,"svgFrame":113,"seoMetadata":114,"parents":116,"keywords":115,"url":122},"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":115,"description":6},"employment agreement_at will employee",[117,118,119],{"label":36,"url":102},{"label":104,"url":105},{"label":120,"url":121},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":124,"descriptionCustom":6,"label":125,"pages":126,"size":127,"extension":10,"preview":128,"thumb":129,"svgFrame":130,"seoMetadata":131,"parents":132,"keywords":137,"url":138},"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. 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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. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":146,"description":6},"non disclosure agreement nda",[148,149],{"label":120,"url":121},{"label":150,"url":151},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":154,"descriptionCustom":6,"label":155,"pages":156,"size":157,"extension":10,"preview":158,"thumb":159,"svgFrame":160,"seoMetadata":161,"parents":162,"keywords":166,"url":167},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. 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},[163],{"label":164,"url":165},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":169,"descriptionCustom":6,"label":170,"pages":171,"size":9,"extension":10,"preview":172,"thumb":173,"svgFrame":174,"seoMetadata":175,"parents":177,"keywords":176,"url":182},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":176,"description":6},"employee dismissal letter",[178,179],{"label":36,"url":102},{"label":180,"url":181},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",false,{"seo":185,"reviewer":196,"quick_facts":200,"at_a_glance":202,"personas":206,"variants":231,"glossary":259,"fields":289,"how_to_fill":330,"common_mistakes":366,"faqs":383,"industries":408,"comparisons":425,"diy_vs_pro":441,"related_template_ids_curated":454,"schema":466,"classification":468},{"meta_title":186,"meta_description":187,"primary_keyword":15,"secondary_keywords":188},"Training New Employees Checklist Template (Free Word)","Free training new employees checklist template to onboard staff consistently. Covers orientation, job-specific skills, compliance, and sign-off. Free Word and PDF download.",[189,190,191,192,193,194,195],"new employee training checklist template","employee onboarding checklist","new hire training checklist","staff training checklist template","employee training checklist word","onboarding checklist template free","new employee orientation checklist",{"name":197,"credential":198,"reviewed_date":199},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":201,"legal_review_recommended":183,"signature_required":183},"easy",{"what_it_is":203,"when_you_need_it":204,"whats_inside":205},"A Training New Employees Checklist is a structured form that guides managers and HR teams through every step of onboarding a new hire — from day-one orientation through job-specific skill sign-off. This free Word download is fully editable so you can tailor it to your role, department, or industry and print or share it digitally in minutes.\n","Use it every time a new employee joins the team, a contractor begins a long-term engagement, or an existing employee transitions to a new role requiring fresh training. It is equally useful during high-growth hiring periods when consistent onboarding quality across multiple hires matters most.\n","Employee and position details, orientation tasks, policy and compliance acknowledgments, job-specific training modules with completion dates, equipment and system access setup, performance milestone checkpoints, and trainer and employee sign-off fields.\n",[207,211,215,219,223,227],{"title":208,"use_case":209,"icon_asset_id":210},"HR managers","Standardizing onboarding across departments and multiple simultaneous hires","persona-hr-manager",{"title":212,"use_case":213,"icon_asset_id":214},"Small business owners","Running structured onboarding without a dedicated HR team or LMS","persona-small-business-owner",{"title":216,"use_case":217,"icon_asset_id":218},"Team managers and supervisors","Tracking day-by-day training progress for a direct report","persona-operations-director",{"title":220,"use_case":221,"icon_asset_id":222},"Franchise operators","Ensuring every new hire completes brand-mandated training in the correct order","persona-franchise-applicant",{"title":224,"use_case":225,"icon_asset_id":226},"Staffing agencies","Documenting training completion before placing a worker with a client employer","persona-staffing-agency",{"title":228,"use_case":229,"icon_asset_id":230},"Startup founders","Building a repeatable onboarding process as the company scales past its first 10 hires","persona-startup-founder",[232,236,240,243,247,251,255],{"situation":233,"recommended_template":234,"slug":235},"Onboarding a new hire across their first 30, 60, and 90 days","30-60-90 Day Onboarding Plan","30-60-90-day-plan-D12758",{"situation":237,"recommended_template":238,"slug":239},"Documenting safety training completion for a regulated industry","Safety Training Record","employee-training-and-development-record-D12689",{"situation":241,"recommended_template":242,"slug":239},"Tracking annual compliance or certification renewal for existing staff","Employee Training Record",{"situation":244,"recommended_template":245,"slug":246},"Capturing a departing employee's knowledge before they leave","Knowledge Transfer Checklist","transfer-policy-D13435",{"situation":248,"recommended_template":249,"slug":250},"Orienting a new hire on their first day only","New Employee Orientation Checklist","checklist_new-employee-orientation-D566",{"situation":252,"recommended_template":253,"slug":254},"Evaluating a new hire's performance at the end of their probationary period","Probationary Period Evaluation Form","90-day-probationary-period-policy-D13480",{"situation":256,"recommended_template":257,"slug":258},"Tracking training hours and topics for payroll or compliance reporting","Employee Training Log","employee-training-plan-D13175",[260,262,265,268,271,274,277,280,283,286],{"term":39,"definition":261},"The structured process of integrating a new employee into a company — covering orientation, training, and the administrative steps that precede full productivity.",{"term":263,"definition":264},"Orientation","The initial phase of onboarding that introduces a new hire to company culture, policies, facilities, and key colleagues.",{"term":266,"definition":267},"Probationary Period","A defined initial period — typically 30 to 90 days — during which the employer evaluates a new hire's performance before confirming permanent employment.",{"term":269,"definition":270},"Sign-off","A dated signature from the trainer and the employee confirming that a specific training task or module was completed.",{"term":272,"definition":273},"Job-Specific Training","Skills, procedures, and knowledge unique to the employee's role, as distinct from general company orientation.",{"term":275,"definition":276},"Compliance Training","Mandatory instruction on legal or regulatory requirements — such as workplace safety, anti-harassment, or data privacy — that applies to all or specific categories of staff.",{"term":278,"definition":279},"Training Milestone","A defined checkpoint in the onboarding timeline — typically at 30, 60, and 90 days — used to assess whether the new hire is progressing as expected.",{"term":281,"definition":282},"LMS (Learning Management System)","Software that delivers, tracks, and reports on employee training online — a digital alternative to paper-based checklists for larger organizations.",{"term":284,"definition":285},"Buddy System","An onboarding practice pairing a new hire with an experienced colleague who guides them through informal learning and culture integration.",{"term":287,"definition":288},"Knowledge Transfer","The process of capturing and passing on skills, processes, or institutional knowledge from one employee to another — especially during role transitions.",[290,295,300,305,310,315,320,325],{"name":291,"plain_english":292,"sample_language":293,"common_mistake":294},"Employee and position information","Records the new hire's full name, job title, department, start date, and direct manager — the identifiers that tie this checklist to a specific person and role.","Employee Name: [FULL NAME] | Job Title: [TITLE] | Department: [DEPARTMENT] | Start Date: [DATE] | Reports To: [MANAGER NAME]","Leaving the department and manager fields blank. Without them, the checklist cannot be filed or retrieved efficiently, and accountability for completing each training item is unclear.",{"name":296,"plain_english":297,"sample_language":298,"common_mistake":299},"Trainer and HR contact details","Identifies who is responsible for delivering training and who the employee can contact for HR questions — critical for accountability and follow-up.","Primary Trainer: [NAME], [TITLE] | HR Contact: [NAME], [EMAIL] | Backup Trainer: [NAME]","Assigning training to a job title rather than a named individual. When responsibilities shift, no one checks in and items are skipped.",{"name":301,"plain_english":302,"sample_language":303,"common_mistake":304},"Orientation tasks","A checklist of standard first-day and first-week activities — facility tour, introductions, ID badge, parking, emergency procedures, and company overview.","[ ] Facility tour completed | [ ] Emergency exits and procedures reviewed | [ ] Employee ID and access card issued | [ ] Team introductions completed","Treating orientation as optional for experienced hires. Skipping it leaves even senior employees unaware of site-specific safety procedures and company norms.",{"name":306,"plain_english":307,"sample_language":308,"common_mistake":309},"Policy and compliance acknowledgments","Lists the policies the employee must read and acknowledge in writing — code of conduct, data privacy, anti-harassment, health and safety, and IT acceptable use.","[ ] Code of Conduct reviewed and signed | [ ] Data Privacy Policy acknowledged | [ ] IT Acceptable Use Policy signed | [ ] Health and Safety induction completed","Filing the signed acknowledgments separately from the checklist. If a dispute arises, the connection between training completion and sign-off is lost.",{"name":311,"plain_english":312,"sample_language":313,"common_mistake":314},"Job-specific training modules","Lists each role-specific skill, process, or system the employee must learn, with a target completion date and space to record when it was actually completed.","[ ] [SYSTEM/TOOL NAME] — basic navigation | Target: [DATE] | Completed: [DATE] | Trainer initials: ___","Listing modules without target completion dates. Without a deadline, job-specific training drifts past the probationary period and managers have no basis for a performance conversation.",{"name":316,"plain_english":317,"sample_language":318,"common_mistake":319},"Equipment and system access setup","Confirms that the employee has received required hardware, software licenses, and login credentials for all systems they need to do their job.","[ ] Laptop provisioned and imaged | [ ] Email account created | [ ] [CRM / ERP / HRIS] access granted | [ ] VPN credentials issued","Treating IT setup as IT's problem alone. When the manager doesn't track it on the onboarding checklist, new hires regularly start without access to core systems and lose their first productive days.",{"name":321,"plain_english":322,"sample_language":323,"common_mistake":324},"Training milestone checkpoints","Formal review points — typically at 30, 60, and 90 days — where the manager assesses the employee's progress against the training plan and documents any gaps.","30-Day Check-in: Date [DATE] | Status: [ ] On track / [ ] Needs support | Notes: [NOTES] | Manager initials: ___","Skipping the 30-day checkpoint because the hire 'seems fine.' Early gaps compound quickly; a brief documented check-in catches them before they affect performance or retention.",{"name":326,"plain_english":327,"sample_language":328,"common_mistake":329},"Trainer and employee sign-off","Dated signatures from both the trainer and the employee confirming all checklist items were completed — creates an auditable record.","Trainer signature: _______________ Date: [DATE] | Employee signature: _______________ Date: [DATE] | HR reviewed by: _______________ Date: [DATE]","Collecting only the employee's signature. Without the trainer's co-signature, it is impossible to confirm that training was actually delivered rather than self-reported by the new hire.",[331,336,341,346,351,356,361],{"step":332,"title":333,"description":334,"tip":335},1,"Enter the employee and role details before day one","Fill in the new hire's name, job title, department, start date, and reporting manager as soon as the offer is accepted. Assign a named primary trainer at the same time.","Prepare the checklist at least 3 business days before the start date so IT and facilities have time to act on the equipment and access section.",{"step":337,"title":338,"description":339,"tip":340},2,"Customize the job-specific training modules for the role","Replace the placeholder module names with the actual systems, processes, and skills required for this specific position. Add a target completion date for each item.","Ask the outgoing employee or the most experienced person in the role to review the module list — they will identify gaps that a generic template misses.",{"step":342,"title":343,"description":344,"tip":345},3,"Complete orientation tasks on day one","Walk the new hire through each orientation item — facility tour, emergency procedures, introductions, and ID issuance. Check each box only when the task is actually done, not planned.","Pair the new hire with a buddy for day one. It accelerates culture integration and frees the manager from being physically present for every orientation step.",{"step":347,"title":348,"description":349,"tip":350},4,"Collect policy acknowledgment signatures during the first week","Have the employee read and sign off on each required policy before the end of week one. File the signed acknowledgments alongside the completed checklist.","Walk through the harassment and safety policies verbally rather than just handing them over to read. Verbal delivery improves retention and reduces future disputes about awareness.",{"step":352,"title":353,"description":354,"tip":355},5,"Track job-specific training completion dates and trainer initials","Record the actual completion date and trainer initials for each module as training happens — not in a batch at the end. This creates a real-time progress record.","If a module runs significantly over its target date, document the reason in the notes field. This protects both the manager and the employee if a probationary review comes up.",{"step":357,"title":358,"description":359,"tip":360},6,"Conduct and document each milestone checkpoint","At 30, 60, and 90 days, meet with the employee, review outstanding items, and record the outcome of each checkpoint on the form — on track, needs support, or extended.","Turn the 90-day checkpoint into the new hire's first formal performance conversation. It sets the expectation that feedback is a normal, documented part of working here.",{"step":362,"title":363,"description":364,"tip":365},7,"Obtain dual sign-off and file the completed checklist","Once all items are checked, collect dated signatures from both the trainer and the employee. File the original in the employee's personnel file and provide a copy to the employee.","Scan and store a digital copy in your HRIS or HR shared drive immediately — paper-only records are easily lost during office moves or staff transitions.",[367,371,375,379],{"mistake":368,"why_it_matters":369,"fix":370},"Using a generic checklist for every role","A one-size-fits-all list omits role-critical training and includes irrelevant items, wasting the trainer's time and leaving the new hire underprepared for their specific job.","Create a base checklist for company-wide orientation and compliance, then attach a role-specific module list for each position. Update the role list whenever the job changes.",{"mistake":372,"why_it_matters":373,"fix":374},"Skipping the 30-day milestone checkpoint","Problems that surface at 30 days are still fixable. The same problems discovered at 90 days are often grounds for termination — a more expensive and disruptive outcome.","Block the 30-day check-in on both the manager's and the new hire's calendars on day one. Treat it as a non-cancellable appointment.",{"mistake":376,"why_it_matters":377,"fix":378},"Not assigning a named trainer before the start date","When no individual owns training delivery, items are skipped, delayed, or inconsistently covered. The new hire pieces together their role from colleagues with conflicting information.","Name the primary trainer on the checklist before the employee's first day. If the trainer is unavailable, name a backup and transfer responsibility explicitly.",{"mistake":380,"why_it_matters":381,"fix":382},"Collecting only the employee's signature on completion","A self-reported completion record has no corroboration. In a workplace safety incident or wrongful termination claim, an uncountersigned checklist provides weak evidence that training actually occurred.","Require dated co-signatures from both the trainer and the employee for each completed section, not just at the end of the document.",[384,387,390,393,396,399,402,405],{"question":385,"answer":386},"What is a training new employees checklist?","A training new employees checklist is a structured form that guides managers and HR teams through every step of onboarding a new hire — from day-one orientation and policy sign-offs through job-specific skill training and milestone checkpoints. It ensures nothing is skipped, creates an auditable completion record, and gives the new hire a clear picture of what they are expected to learn and when.\n",{"question":388,"answer":389},"Why is a training checklist important for new hires?","Without a checklist, onboarding quality depends entirely on the individual manager delivering it. Inconsistent onboarding is the leading cause of early attrition — studies consistently show that employees who experience a structured first 90 days are significantly more likely to still be with the company at the one-year mark. A checklist also creates documentation that protects the employer if a safety incident or compliance dispute arises.\n",{"question":391,"answer":392},"What should a new employee training checklist include?","At minimum: employee and trainer identification, orientation tasks, policy and compliance acknowledgments with sign-offs, job-specific training modules with target and actual completion dates, equipment and system access confirmation, milestone checkpoints at 30, 60, and 90 days, and dual signatures from the trainer and employee. Role-specific sections should be customized for each position.\n",{"question":394,"answer":395},"How long should new employee training take?","Orientation typically runs one to three days. Job-specific training varies widely by role complexity — a customer service representative may reach baseline proficiency in two to four weeks, while a technical or regulated-industry role can take 60 to 90 days. The checklist's milestone structure accommodates any timeline by setting target dates per module rather than a single end date.\n",{"question":397,"answer":398},"Does the checklist need to be signed?","No law requires signatures on a training checklist in most jurisdictions, but dual sign-off from both the trainer and the employee is strongly recommended. Signed records are the most reliable evidence that specific training was delivered — relevant in workers' compensation claims, harassment investigations, and wrongful dismissal proceedings.\n",{"question":400,"answer":401},"Can I use the same checklist for every new hire?","The orientation and compliance sections of the checklist can be standardized across the company. The job-specific training modules must be customized per role — a warehouse operative and a sales representative have almost no training overlap. Maintain a master base checklist and attach role-specific module lists as needed.\n",{"question":403,"answer":404},"How does a training checklist differ from an onboarding plan?","A training checklist is a task-by-task completion record — a form you check off as items are done. An onboarding plan is a strategic document that sets goals, expectations, and a narrative arc for the new hire's first 30, 60, and 90 days. The two work together: the plan defines what success looks like; the checklist confirms each step was completed.\n",{"question":406,"answer":407},"Where should completed training checklists be stored?","File the original in the employee's personnel file — physical or digital — immediately after the final sign-off. Store a scanned copy in your HRIS or a secure HR shared drive. Retain completed checklists for at least as long as the employee is active, plus any statutory post-employment retention period required in your jurisdiction, typically one to three years.\n",[409,413,417,421],{"industry":410,"icon_asset_id":411,"specifics":412},"Retail and hospitality","industry-retail","High turnover makes rapid, repeatable onboarding essential; checklists cover POS system operation, customer service standards, cash handling, and food safety certification where applicable.",{"industry":414,"icon_asset_id":415,"specifics":416},"Healthcare","industry-healthtech","Compliance training — HIPAA, infection control, medication handling — must be documented with dated sign-offs before the employee works with patients, creating a mandatory audit trail.",{"industry":418,"icon_asset_id":419,"specifics":420},"Manufacturing and logistics","industry-manufacturing","Safety induction, equipment operation certification, and PPE requirements must be signed off before the new hire works on the floor; OSHA recordkeeping requirements make documentation non-optional.",{"industry":422,"icon_asset_id":423,"specifics":424},"Professional services","industry-professional-services","System access, billing procedures, client confidentiality acknowledgments, and role-specific software training are the core modules; milestone checkpoints align with billable utilization targets.",[426,430,433,437],{"vs":427,"vs_template_id":428,"summary":429},"Employee Onboarding Plan","D{ONBOARDING_PLAN_ID}","An onboarding plan is a strategic narrative document setting 30-60-90 day goals and expectations for a new hire. A training checklist is an operational form for recording task-by-task completion. The plan defines success; the checklist confirms each step was taken. Most employers benefit from using both together.",{"vs":242,"vs_template_id":431,"summary":432},"D{EMPLOYEE_TRAINING_RECORD_ID}","An employee training record logs training activity across an employee's entire tenure — courses, dates, hours, and certifications over time. A new employee training checklist is specific to onboarding and covers only the first weeks or months. Use the checklist for onboarding, then migrate ongoing training history to a training record.",{"vs":434,"vs_template_id":435,"summary":436},"Performance Review Form","D{PERFORMANCE_REVIEW_ID}","A performance review evaluates an employee's output, behavior, and development against defined goals. A training checklist confirms that the inputs — skills, systems, and policy knowledge — were delivered. The 90-day checklist milestone often serves as the trigger for a new hire's first formal performance review.",{"vs":438,"vs_template_id":439,"summary":440},"Job Offer Letter","job-offer-letter-long-D12769","A job offer letter precedes employment and sets out role, compensation, and start date. A training checklist is used after the employee starts and governs what they learn and when. The offer letter gets the person in the door; the training checklist determines how quickly they become productive.",{"use_template":442,"template_plus_review":446,"custom_drafted":450},{"best_for":443,"cost":444,"time":445},"Small businesses, individual managers, and any employer running structured onboarding without a dedicated LMS","Free","15–30 minutes to customize per role",{"best_for":447,"cost":448,"time":449},"Companies in regulated industries where training documentation is audited, or those with more than 20 new hires per year","$100–$300 (HR consultant review)","1–2 days",{"best_for":451,"cost":452,"time":453},"Enterprise employers integrating onboarding checklists into an HRIS or LMS with automated workflows and reporting","$1,000–$5,000+ (HRIS configuration or custom development)","2–6 weeks",[439,455,456,457,458,459,460,461,462,463,464,465],"employment-agreement_at-will-employee-D541","employee-handbook-D712","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","employee-dismissal-letter-D508","fixed-term-contract-D13225","remote-work-agreement-D13282","employment-agreement-executive-D543","temporary-employment-contract-D12734","strategic-planning-template-D13857","small-business-expense-report-D13396",{"emit_how_to":467,"emit_defined_term":467},true,{"primary_folder":102,"secondary_folder":469,"document_type":470,"industry":471,"business_stage":472,"tags":473,"confidence":476},"onboarding","checklist","general","all-stages",[469,474,470,475],"training","employee-development",0.95,"\u003Ch2>What is a Training New Employees Checklist?\u003C/h2>\n\u003Cp>A \u003Cstrong>Training New Employees Checklist\u003C/strong> is a structured form that guides managers and HR teams through every task required to bring a new hire from their first day to full job proficiency. It documents orientation activities, policy acknowledgments, job-specific training modules with target and actual completion dates, equipment and system access setup, milestone checkpoints, and final sign-offs from both the trainer and the employee. Rather than relying on a manager's memory or informal habit, the checklist creates a repeatable, auditable process that delivers a consistent experience to every new hire regardless of who is running it.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Organizations that skip structured training documentation pay for it in two ways: early turnover and compliance exposure. New hires who receive inconsistent or incomplete onboarding are far more likely to leave within their first six months, and replacing an employee typically costs between 50% and 200% of their annual salary. On the compliance side, industries from healthcare to manufacturing require documented proof that safety, privacy, and regulatory training was completed — a verbal assurance is not sufficient when an inspector or plaintiff's attorney asks for records. Beyond protection, a completed checklist gives managers a concrete basis for the 90-day performance conversation: every training input is logged, so any performance gap can be tied to a specific skill or process that was missed or needs reinforcement. This template gives you a ready-to-use starting point that takes under 30 minutes to customize for any role.\u003C/p>\n",1781185974087]