Successful Employee Orientation (Part 3)

• What are the new hire's hours of work? How long is his or her lunch break and must it be taken at a certain time? Is he or she entitled to any other breaks throughout the day?



• Is the new hire eligible for overtime pay or "comp time" if he or she works more than his or her regularly scheduled hours? Is there a shift differential for working nights and/or weekends?



• If the new hire will be required to report time worked, show him or her where the time clock is located or the proper way to complete and submit a timesheet.



• How many vacation and personal days will the new hire be able to take? How are they accrued? Do they carry over from one year to the next? What are the steps required to request time off? Is there a waiting period?



• How may sick days are available? Do they carry over from one year to the next? Who does the new hire contact in the event that he or she must "call in sick"?



• Are paychecks issued weekly, bi-weekly, or monthly? When can he or she expect his or her first paycheck, and what period will it cover?



• How are bonuses, commissions, and other variable payments calculated and when are they issued?



• If the new hire will spend a significant amount of time "in the field," explain the company's T&E (travel and entertainment) policy and expense reporting procedure.

Ongoing

• Follow-up regularly to see how he or she is doing. Offer feedback on any personal observations.



• Encourage the new hire to share any issues and concerns. Also try to anticipate and answer questions that he or she may be reluctant to ask out of fear of "looking dumb."



• Openly and honestly discuss problems and frustrations that the new hire may encounter and offer recommendations for overcoming them.



• And last but not least, never undervalue the new hire's fresh perspective. Always be receptive to his or her comments, opinions, and suggestions.

While these responsibilities may seem burdensome, you

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