Benefits Forms The human resources department will provide you with a variety of forms that are specific to the compensation package offered by the employer. You will complete forms to confirm whether you elect to participate or decline participation in the various programs. A num- ber of these forms will need to be completed on your first day. One benefit of working full time is that many employ- ers offer insurance coverage for employees. The insur- ance coverage might include medical, dental, vision, or life insurance. Conditions and terms apply for employees who accept insurance from an employer. For example, premium payments for insurance might be deducted from each paycheck. Compensation packages are different for every employer, so plan to spend time learning what benefits your new company offers. Inquire about 401(k) plans, tuition assistance, retirement benefits, and day care assistance for dependents. Additionally, ask about your eligibility for these benefits. Some companies require employees to work for 90 days before they are eligible for benefits. Complete 13-1 Employment Forms, pg 219 CONNECT TO YOUR CAREER New-Hire Training As a new employee, you will be a part of an orientation for new hires. If you are one of several people hired at the same time, you may participate in group training. If you are the only individual hired at that time, your training may be one-on-one. Onboarding is a new employee’s introduction to a company’s brand, mission statement, values, and practices. Many companies conduct onboarding via PowerPoint presentations conducted by a human resources representative. These presentations will likely include information such as organizational charts, company history, emergency evacuation procedures, and other details that will help you fit in and be suc- cessful with your new employer. Most companies have an employee handbook that will be part of the training materials. Topics such as the history of the company, its mission, and company policies will likely be introduced. Certain topics, such as education about harassment in the workplace, will be addressed as mandated by the government. Other topics, such as employee safety and security, compensation, attendance policies, and ben- efits, will also be covered. Take notes during the onboarding presentation. Although you may not need all of the information pre- sented on the first day of your new job, you will likely need to refer to your onboarding information through- out the course of your employment. After the company policies have been presented, your supervisor or someone on your team will train you on the processes and procedures for your specific job. Each team generally has specific guidelines for accomplish- ing tasks that you will need to learn. This is an oppor- tunity to start learning the expectations for your new position. As part of your training, you may be taken on a tour of the facilities so that you may become familiar with the layout of the building in which you work. During this tour, you will probably be introduced to the peo- ple with whom you will work or have contact during your first few days at work. You may also be invited to sit in on meetings from other departments to learn more about the company and its values, culture, and workflow. Figure 13-3 provides a checklist of topics to ask about during new employee training. However, there are additional topics that may not appear in the employee manual or the human resources department may not bring to your attention. For example, there may be top- ics you have questions about during onboarding for which your new company may not have information readily available, such as flextime, overtime, or per- sonal cell phone use. Cultural competency is the acknowledgement of cultural differences and the ability to adapt one’s communication style to successfully send and receive messages despite those differences. The first step in becoming culturally competent involves recognizing cultural barriers. Being aware of potential disruptions is the best way to prevent or avoid them. The second step of cultural competency involves the willingness to adapt to those barriers. Soft Skills Copyright Goodheart-Willcox Co., Inc. 210 Chapter 13 Your First Day on the Job