Our Direct Deposit Authorization Form (Into Checking: Fill & Download for Free

Very recently hired a Director of IT. MBA, great job history, some long gaps in employment but he interviewed really well. Basically a shoo-in for the role as we desperately needed it.Day # 1 I tell him to book flights to the US and book a hotel for a week of training. I get a story about how he can't leave Canada because of his children. Passes the smell test and I instead fly the relevant team up to Canada.Day #1 I assign him two hours with HR for paperwork. He decides day 1 he needs a raise. Keep in mind I am paying him a probationary rate of $40 an hour. HR sets the expectation that he is on probation and can be dismissed at any time; he can ask for a raise after probation has ended.EDIT: Day #1 He asks for bitcoin as payment and will not accept direct deposits in his name; we are asked to pay through an alias (which is an organization he has set-up). We decide we can pay him as a contractor instead of a full-time employee. HR and Finance set-up regular payments through a payment portal he created using standard deposit.Day # 1: He tries to fire my best account manager. She comes crying into my office. I reassure her that he has no authority outside of IT. I give her a day off she can use in the next month without approval, just send an OOO.Day # 2: Boardroom to meet the CEO and get his directives. Wasn't privy to the conversation. CEO calls me in after the meeting.CEO: He was smoking in my boardroom.Me: You must be mistaken.CEO: Maybe, it has been a long day. Trainers reported it to HR, he denied it.Me: Benefit of the doubt. Will speak to him.Day 3: CEO and I return from a multi-national pitch, we are heading up the elevator.CEO: Found out why the new guy can't go to the US.Me: Scared of flying?CEO: Criminal Record.Me: Termination worthy?CEO: Drugs, Distribution and something else.Me: Half the sales team does drugs, so what?CEO: Weird he lied about it. All right, thanks for the chat.Day 3: Wage garnishment order arrives. HR processes and informs management. HR informs that he is a contractor and our legal team’s contact information is below.Day 3: Background check returns that he doesn't have an MBA or for that matter a degree. IT degree and designation required for his pay grade.Day 4: 8:50 AM. CEO calls me into her office. (I am a 10/10 sick with the flu but have major presentations that afternoon). My team is capable of taking this over and the IT Director is requested for some stuff.CEO: He is trying to dodge child-support. He has an active warrant and he lied on his education. Also, he smoked Pot in my boardroom again. Go home, take the day and know that I'm about to lose my shit.Me: Can I confirm independently? I know his reference.CEO: Yes, you have 10 minutes.Me: Call his reference which I knew at a previous employer. Confirms everything.CEO: Well?ME: Actually; he was terminated for financial fraud, stole money from his previous employer. He also had a garnishment order and the charge was something related to spousal abuse, possession of a firearm, some form of assault and possession of drugs with the intent to distribute. He overdosed at work one day and went on long-term. Company fought it and released him. Individual assaulted his boss when they terminated.CEO: Fucking hate peopleMe: Thanks for the day off.We pay him two weeks notice plus 4 days’ pay. Wish him the best and release him.He still tries to litigate.Edit: Thank you for all the comments. This happened this October. The firm I work at uses a third-party firm for background checks. The firm has a policy of not prolonging the hiring process and taking people on ‘good faith'. Our firm typically doesn't call references directly. Most firms only provide: Title, Salary, dates of employment for fear of litigation. The company we use provides pass or fail criteria for different categories. His employment criteria passed, his credit passed and his criminal was delayed. Received after his hire-date. His credentials were also delayed.Edit: Due to popular demand. I was not the hiring manager. He landed in my hierarchy.Edit: During this story, I tell it as if I have all the information as it is happening. I did not. I knew some of what was happening but most of this was shared during a debrief meeting after the event.

For the I-9 to prove you are legally entitled to work in the US, your passport card and original social security card, not a copy, are acceptable.These are examples of identifications which may be used to open a bank account. Check with the bank if they find any unacceptable.State-issued driver license or Personal ID.U.S. Passport or U.S. Passport Card.Social Security Card.Credit Card with matching name.Federal Government Personal Identity Verification Card (PIV).Uniformed Services Identification Card Department of Defense Common Access Card.Foreign Passport with Appropriate Immigration Document(s) USCIS - Permanent Resident Card (I-551) USCIS - Employment Authorization Card (I-766).Federal, state, or local government agency ID card with photograph.U.S. Coast Guard Merchant Mariner Card.Canadian driver’s license.State Government Issued Certificate of Birth.U.S. Tribal or Bureau of Indian Affairs Identification Card Native American tribal document.Court order for name change/gender change/adoption/divorce.Marriage Certificate (Government Certificate Issued).U.S. Government Issued Consular Report of Birth Abroad.School ID with photograph.Certificate of Citizenship (N-560).Replacement Certificate of Citizenship (N-561).Certificate of Naturalization (N-550).Replacement Certificate of Naturalization (N-570)Before I retired, I hired many high school students to work in the store. It was very common for me to accept the School ID with photograph and the Social Security Card for the I-9. Since the company used direct deposit to pay them, I often assisted getting our local bank to setup a student savings account for them using the same identifications and submitting an Authorization for Direct Deposit form for them to take to the bank to open the account.

Give them to whom? Your employer’s HR department?If you are referring to setting up direct deposit because you are not going to show up at work to pick up a paper paycheck, that might be a good idea if your employer offers direct deposit. If not, encourage your employer to offer it. If your employer is organized enough to have a HR department, ask them how to set it up. They’ll tell you if it can’t be done, or give you the forms to do it. They may require a voided check (Do NOT sign it! Write VOID in large letters on the front) to verify your account information and avoid errors with writing it down. I’m not sure whether that’s still done or it went out decades ago. There’s also a form to authorize it.Even if you’re not working from home, direct deposit might get you your pay a day or two earlier. And you don’t have to go to the trouble of depositing the paper check, although with mobile deposit depositing your check isn’t that much trouble compared with waiting in line at a bank or mailing it.You ought to be able to trust your employer with direct deposit, but be aware that authorizing direct deposit also authorizes direct withdrawal to correct anything an employer is willing to call a “mistake”. (This happened to me a couple of times when they goofed up putting in new withholding tax tables, and took out about half of the taxes they should have. Some employees got a bonus when they forgot to take out union dues, but it was quickly taken back. A reasonable employer will warn employees if they are given too much by mistake before taking it back to avoid bouncing rent checks, rather than assuming they will withdraw the money and run. Mistakes usually give you at most double pay, not millions of dollars. )One time direct deposit got delayed by one day due to some technical glitch and employees were in an uproar. Those with paper paychecks had theirs delayed over a weekend.Some contract workers have discovered that their employer took back a year’s worth of pay over a disagreement that started two weeks before they were fired. (Why did they leave that much money in the account? If you’re not spending it, transfer the money elsewhere, preferably somewhere that pays interest, like a money-market account). It can happen, but it’s VERY unusual.If you can’t trust your employer, why are you still working there? You can keep tabs on direct deposit by setting up text alerts for when such a deposit is made. If your paycheck unexpectedly goes up, be careful about spending the unexpected bonus; it could be an error.