Buddy, it ain’t over till the paperwork’s done. I just spoke to a new client. We, they just joined us and it’s funny, the first thing they said was, well, we know we we’re gonna ask them for their IDs. And we’re like, no, no, no. That’s not what you do first. You don’t ask for IDs till after you’ve made the offer and hired.
You want to go through the proper channels of, having a job description, recruiting, reviewing resumes, doing interviewing, picking some candidates that you really feel good about, doing background checks on them. Then you make ’em an offer. Then you provide them with the onboarding paperwork, which is a packet of more than just the W4 and the I9.
You want to get information on that employee. Workers’ Comp asks you to fill out a pre-employment questionnaire on health for workers’ comp. Keep in mind, after they’ve been offered the job, the offer letter will say, this is subject to approval of proper background checks and all of the other necessary checks that you’re doing, but you don’t wanna do that till after you’ve made the job offer. The I9 ask for birth dates, you don’t wanna get a birth date because you have potential discrimination there.
So you wanna have the proper order of forms, and the proper order of the hiring process to ensure you’re compliant and you’re not gonna get in trouble with the EEOC. Confused? Need help with a new hire packet? Give us a call, we can help.
