Employee New Hire Change Form: Fill & Download for Free

In the state of California, there exists no law which requires an employee have a driver’s license.Here are the hiring requirements for a new California employee:Federal RequirementsForm I-9 must be completed by the employee and employer within three days of the first day of work.Form W-4 must be completed by each new hire and when changes to withholding occur.California RequirementsThe California Employment Development Department (EDD) requires employers to provide new hires with its own Disability Insurance Provisions pamphlet, DE 2515, within five days of hire.The EDD’s Paid Family Leave Insurance pamphlet, DE 2511, must also be given to employees upon hire.California has its own tax withholding form, DE-4, which some employees must complete upon hire. Other employees need to complete the form only if they want their state withholding to differ from their federal withholding status. See the instructions on the form for more guidance.Along with the DE-4, the DE-35, Notice to Employees, must be provided to all new hires.The California Department of Industrial Relations (DIR) requires employers to give new hires the right to worker’s compensation pamphlet, Time of Hire Pamphlet, DWC Form 9783.1, no later than the end of their first pay period.The Wage Theft Prevention Act requires employers to provide new hires with a wage and employment notice upon hire and when wages change. The DIR has supplied a template, form DLSE-NTE, that employers may use for this purpose that meets the requirements of California Labor Code Section 2810.5.The Department of Fair Employment and Housing (DFEH) requires their Sexual Harassment pamphlet, DFEH-185, to be given to all new hires.source: https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/californianewhirenotices.aspx

NASA doesn't need to recruit. They get most of their new hires via their co-op program (NASA Pathways). Students apply for co-op placement via the co-op office at their university. Co-ops receive semester long positions at a NASA center, either in the summer or during the fall or spring semesters. They usually do two or three of these rotations, and then, if they performed well, they receive a full time placement after graduation.I didn't even know there was such a program, while I was in university, so that's not how I got to NASA.During my final semester, one of my design team members disappeared for a few days. When he returned, he told me he'd been at NASA applying for a contractor position as an astronaut instructor for the ISS program. I wasn't aware such a thing existed, but it sounded like the ideal job for me. So, I visited the website of the new contractor that had been formed to provide operations for the STS and ISS programs, a company called United Space Alliance (USA). I submitted an application. They called me at my office in the Humanities Tutoring Center, the next morning and asked me to fly out for an interview and said they'd arrange a flight, hotel, and rental car.A week later, I was sitting in a huge room with 600 other applicants. There was a line of small booths set up and in each was a manager for a group. From the list of 600 names, they'd call out the ones they were interested in talking to. You'd go to that booth and be interviewed and then return to your seat and wait to see if another group called out your name or if an HR person would call your name to make an offer. I interviewed for the robotics group and for the avionics group and then accepted the offer from the avionics group.Eight years later, I was able to take advantage of the other way NASA hires. Operations for Shuttle was almost exclusively done by USA and they provided most of the people for ISS, too. Each group might have 10 USA employees, 2 NASA employees, and a NASA group lead. Those two NASA positions were usually filled via the co-op program, but once in a while, NASA would get permission from the government to open a position for an experienced person. Experienced contractors would apply, and if one was selected that person would undergo a badge conversion. I was fortunate enough to be one of those people. I swapped my USA badge for a NASA badge, but little else changed. I kept the same desk, the same phone number, and the same tasks, I just filled out a different timecard system and no longer had a contractor boss.

I think one of the things that companies struggle with when onboarding employees, is completing all the paperwork and boring tasks that are required for new hires, and then balancing that with introducing the employee to the company culture. On the flip side, the new hire is coming into a new environment, and while they are mostly likely excited, they are probably also apprehensive, wondering if they’ll fit in, and what their day to day will look like at a new company. If your first few days at a company are spent in a room with your head down filling in the same information on form after form, your first impression of a company will probably be low, and any apprehension you have, may turn to resentment.Greenhouse Onboarding allows companies to get the majority of those tasks and paperwork out of the way before the new hire even steps foot in the office, so that orientation can be focused on getting the new employee acclimated to the company culture. Throughout Greenhouse Onboarding’s New Hire Workflow the company can also add in specific items about the company’s day to day, including outlining the company’s mission and values, giving the new hire the option to join company social clubs, and introducing the new hire to their teammates and manager. The new hire arrives on day one, not only with completed paperwork, but also with an idea of what to expect.Larger size companies like Pinterest onboard classes of employees and host multi-day orientation sessions for new hires. Candidates are given specific start dates that align with the dates set for the orientation sessions. The new hires spends the first few days not only learning company policies, mission, and values, but also interacting with other employees that are starting at the same time as them, making the candidates immediately feel like they are part of a team. Because the majority of the paperwork and tasks have been taken care of before the start date, including figuring out if the employee likes dogs or not, the sessions can focus more on the day to day life of an employee at the company.If you’re not a large company that has an already built out orientation program, don’t fret! Regardless of your company size, or orientation program, interacting with your new hires prior to their first day is still super beneficial. Like I mentioned above, Greenhouse Onboarding lets you introduce the new hire to the company’s values, mission, and history before they start. Greenhouse Onboarding can be used not only to collect items like Social Security Number and Emergency Contact, but also fun facts like “if you were a crayon, what color would you be and why?”. Splicing in fun questions with the necessary items, lets your candidate know you see them as more than just a cog in a machine and gives an idea of what your culture is like. If I was asked what color crayon I’d be, I’d probably think “wow this company has a sense of humor, this is going to be fun!” I would also think “I am the red-orange color crayon because I burn bright like the sun.”The one thing we haven’t talked about is your existing employees. It’s great if your new hire is providing all these fun facts about themselves and learning about day to day life at the company. But how do you combat the “who’s that person?” whispers from your existing employees? Maybe your hiring managers have been sending out intro emails, but they aren’t consistent in format or content. Or maybe someone in HR is responsible for sending out intros, on top of their already full-time day job. But your existing employees are still confused about who’s who and what they do.Greenhouse Onboarding allows your new hires to reach out to existing employees from the onboarding flow. They can invite employees to coffee, or send a social club a message (like: I’m a kick-ball champion and I’m so ready to play with you guys!), so existing employees can get a preview of who’s starting. Greenhouse Onboarding will also send an intro email for all new hires, to all of your employees, featuring your new hires’ picture, bio, link to their Greenhouse Onboarding profile, as well as a link to give the new hire a public hello. Lastly, as a fail safe, your existing employees can always log into GHO, find an employee’s profile and go “oooo! That’s the name of the person I split the avocado with at lunch. Cool.”With all of the examples above, regardless of size of company or orientation program, the common theme is that each company made the onboarding personalized by allowing the employee to incorporate a bit of their personality, while simultaneously showcasing some of the company’s personality.Onboarding is changing (for the better, I might add). If your new hires are consumed with paperwork on the first day and you’re noticing they’re not given the opportunity to meet the company and feel like part of the team from day 1, it may be time to take a step back and figure out how to get the actionable results that you’re looking for. GH Onboarding might just be your answer!