Employee Onboarding

Employee Onboarding across five stages: Pre-Day-1 Documentation, Day 1 Verification, First-Week Setup, First 30 Days Compliance, and First 90 Days Confirmation. Compliance specifics are generalized on purpose. Confirm the current requirements for your jurisdiction before runn...

5 sections 22 steps Collects data
1

Pre-Day-1 Documentation

  1. Collect new hire details
    • Manifestly's MCP server connecting to Claude can pre-fill these fields from your HRIS for a human to review.
    Collects text Collects list Collects date Collects list Collects list Collects email Collects text
  2. Send signed offer letter and at-will acknowledgment
    • Also route the NDA and IP assignment. Confirm comp band, level, and FLSA match what the hiring manager approved before sending.
  3. Initiate the background check
    • Send the disclosure and authorization as a standalone document, and honor the inquiry timing required in your jurisdiction.
    Collects list
  4. Send I-9 Section 1, W-4, and state withholding forms
    • Section 1 must be completed by the end of the first day. Include document guidance so the new hire brings the right IDs.
  5. Distribute the handbook and required acknowledgments
    Collects file
2

Day 1 Verification

  1. Verify I-9 Section 2 documents
    • Examine original List A or List B and C documents and complete Section 2 within the required window. Remote hires use the step below.
  2. Complete remote I-9 verification
    • Remote work location only. Verify through an authorized representative or the DHS alternative procedure if enrolled and eligible.
    Collects list
  3. Submit the E-Verify case if required
    • Submit within the required window after the start date, and record the case number.
    Collects text
  4. Confirm payroll setup in the HRIS
    • Manifestly's MCP server connecting to Claude can sync pay setup from the run. Verify withholdings flow through before the first pay cutoff.
  5. Deliver state-required new-hire notices
    • Slack can remind the owner as the deadline approaches. See the description for the structured Data Table version.
3

First-Week Setup

  1. Walk through the benefits enrollment window
  2. Confirm 401(k) enrollment or auto-enrollment
    • If the plan auto-enrolls, confirm the required notice and the opt-out window.
  3. Review PTO accrual and the holiday calendar
  4. Align with the manager on the 30/60/90 plan
    • Schedule the HR 30-day check-in now.
4

First 30 Days Compliance

  1. Assign required harassment prevention training
  2. Confirm benefits enrollment submitted
    Collects list
  3. Hold the HR 30-day check-in
    • Document any accommodation request and start the interactive process the same day.
  4. File signed documents in the personnel record
    • Store I-9s separately from the personnel file, and keep medical and benefits documents in a separate confidential file.
  5. HR compliance sign-off
    • A named HR owner confirms the compliance items are complete before the record is closed. Gates the 90-day steps.
5

First 90 Days Confirmation

  1. Verify all compliance training completion
    Collects list
  2. Confirm the first review is scheduled
  3. Close out the onboarding record
    • Confirm benefits coverage is active. This step gates completion of the run.
    Collects paragraph

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Steps 22
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