How to Determine What Your Employee's Start Date Can Be
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IMPORTANT - Start dates CANNOT be changed once the offer has been approved for processing.
Please ensure prior to approving an offer the candidate is ready to start on the start
date indicated in the offer. New employees are required to complete an I-9. Please work with an Employment & Staffing Partner on recommended start dates - HR is working to align all employee start dates with the beginning of the bi-weekly pay cycles - which will correspond with New Employee Orientation hire dates for benefited employees! |
NON-BENEFITED HIRES
For non-benefited hires, if you're trying to determine a start date, please follow these guidelines:
- At no time should a new employee work or have a start date PRIOR to receiving an official
offer.
- The start date should be an accurate reflection of when the employee will start work
(ie. their first day on the job).
- At time of offer creation, Hiring Managers and/or Hiring Manager Assistants will be
creating the offer. HR would recommend aligning start dates for new employees with the next applicable
pay-period. However, we understand, in some instances Hiring Managers may need employees to start
work quickly. In those cases, please use an accurate start date.
- HR recommends, at a minimum, a start date that allows 3-5 business days for processing
of the offer and corresponding hire which include:
- (1) Creating the offer and submitting that for review/approvals.
- (2) Once approved, extending the offer to the candidate to review/accept electronically.
- (3) If required, allowing time for the candidate to provide HR with personal information
needed to finalize the hire (SSN, DOB, Gender. etc.).
- (4) Finally, time to review all necessary information and data is gathered for submitting
hire by HR.
- (1) Creating the offer and submitting that for review/approvals.
**Please note these are estimated, and may take longer or shorter, depending on circumstances. We always recommend reaching out to HR as each scenario is different. We recommend working with the HR Staffing Partners in a collaborative manner to discuss potential start dates, as there may be some flexibility.
BENEFITED HIRES
For benefited hires, if you're trying to determine a start date, please follow these guidelines:
- At no time should a new employee work or have a start date PRIOR to receiving an official
offer.
- The start date should be an accurate reflection of when the employee will start work
(ie. their first day on the job).
- At time of offer creation, Hiring Managers and/or Hiring Manager Assistants will be
creating the offer. HR would recommend aligning start dates for new employees with
the next applicable pay-period. However, we understand, in some instances Hiring Managers may need employees to start
work quickly. In those cases, please use an accurate start date.
- HR recommends, at a minimum, a start date that allows 5-10 business days for processing
of the offer and corresponding hire which include:
- (1) Allowing the new hire to provide their current employer a proper notice (most
employers require AT LEAST a 2-weeks notice).
- (2) Creating the written offer and submitting that for review/approvals.
- (3) Once approved, extending the offer to the candidate to review/accept electronically.
- (4) If required, allowing time for the candidate to provide HR with personal information
needed to finalize the hire (SSN, DOB, Gender, etc.) and submit to a background check,
if required.
- (5) Finally, time to review all necessary information and data is gathered for submitting
hire by HR.
- (1) Allowing the new hire to provide their current employer a proper notice (most
employers require AT LEAST a 2-weeks notice).
**Please note these are estimated, and may take longer or shorter, depending on circumstances. We always recommend reaching out to HR as each scenario is different. We recommend working with the HR Staffing Partners in a collaborative manner to discuss potential start dates, as there may be some flexibility.
