Start with the role and work location
Define the duties, supervisor, schedule, location, and compensation. Review employee or contractor status and any overtime exemption using the applicable tests. A job title or a preference for a particular arrangement does not settle classification.
Prepare the employer systems
Confirm workers’ compensation coverage, payroll setup, employer registration, tax withholding, and a reliable timekeeping process. California generally requires workers’ compensation coverage when you have an employee, including part-time employees. Ask your insurer and qualified advisers about your specific situation.
Use the current official forms
Plan employment-eligibility verification using current USCIS instructions, federal and state withholding forms, applicable wage and workplace notices, and policy acknowledgments. Do not rely on an old onboarding packet or request particular identity documents from an employee.
California’s EDD requires reporting new and rehired employees within 20 calendar days of the start-of-work date. Independent-contractor reporting is a separate process with its own criteria; do not use the employee report as a substitute.
Make the first month understandable
- Before day one: confirm the schedule, manager, equipment, and essential access.
- Day one: explain the role, time reporting, pay schedule, and where to ask for help.
- Week one: teach the work, check access, and make space for questions.
- First month: review expectations, feedback, and any support still missing.
Use the first-30-days checklist →
Assign owners, not just tasks
A checklist helps only when someone owns each item. Keep completion records in the approved system and follow the relevant retention and access rules. Check current work-location requirements before each new hire.
Educational guidance, not legal advice or a certification of compliance. Requirements depend on location, employer size, industry, and the facts. Consult qualified employment counsel for decisions involving legal obligations.