In a BLR webinar titled Interviewing, Hiring, and Onboarding: Best Practices for Landing Cream-of-the-Crop Employees (and Weeding Out the Duds), Sharon P. Margello, Esq., partner in the nationwide law firm Ogletree, Deakins, Nash, Smoak & Stewart, P.C., described some of the information to convey to new hires regarding work schedules, including:
- Starting and ending times for work shifts;
- Times and lengths of work breaks and meal breaks;
- Overtime procedures and documentation;
- Procedures for sick days, personal days, and leaves of absence; and
- Vacation policy, holiday schedules, and the procedure for requesting time off.
Job-specific information that you need to communicate to new employees during orientation may include:
- Organizational chart and where the employee’s position fits in;
- To whom the employee is accountable and for what;
- Procedure manuals, operations manuals, and similar materials;
- Duties and responsibilities of the job;
- How performance will be evaluated and when; and
- How work is assigned, deadlines, completing a task, and dealing with job problems.
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The following general items may need to be included on your orientation checklist and should be covered during the new employee’s first few days on the job:
- Specific instructions about safety requirements, which should be discussed the first day before the employee is exposed to any hazards. Information should include hazard identification, personal protective equipment, and safety rules and procedures.
- Security measures, including personal security, facility security, and protecting confidential information.
- Tour of the facility, pointing out areas of key importance to the employee’s job.
- How to use the phone system, a list of emergency numbers, policy concerning personal calls, and a copy of the company phone directory.
- Where and how to get necessary supplies and materials.
- Procedures for using tools and equipment necessary for the job.
Also include these additional, general orientation items:
- Handing out and explaining the use of keys, access cards, or codes;
- Appropriate work clothes;
- Where employees are allowed to eat and drink in the facility, and where coffee and other beverages and snacks are available;
- Smoking policy and designated smoking areas, if any, on the premises;
- Policy concerning visitors on company premises; and
- Parking locations, assignments, and rules.
Sharon P. Margello, Esq., is a partner in the nationwide law firm Ogletree, Deakins, Nash, Smoak & Stewart, P.C. (www.ogletreedeakins.com). She represents and counsels management in all areas of employment law, drafts and reviews workplace agreements and policies, and regularly conducts training programs on employment-related issues.
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