You found the right talent and they’ve accepted your offer. Now what? Learn how you can help your new employees feel welcomed, valued, and prepared for their new role. On-boarding new talent correctly will help these new players transition quickly to your company and become immediate contributors. It may also help in retaining top talent and growing your organization from within. Failure to onboard new hires correctly may create a poor impression of your business and affect their engagement in company success.Improve your company’s new hire experience. This webinar outlines strategies from company culture immersion, to federal government regulations that will make your on-boarding processes best in class.

1. If you cannot hear the presentation through your speakers please dial 800-584-2088 to listen through your phone line. Employee Retention: It Starts With Effective On-boarding Presented by: Nancy SaperstoneSenior HR Consultant, Insight Performance Yvette LaGonterieChief, Outreach, Verification Division at U.S. Citizenship and Immigration Services (USCIS), Department of Homeland Security (DHS) October 14, 2010

2. Orientation VS Onboarding 2

3. Are you “Onboard Ready”? 3

4. Levels of Engagement 4

5. Conform Welcome to the Company Paperwork – Payroll and Benefits Policies and Procedures Administrative Procedures Tour of the Office Required Training – Respectful Workplace, Industry Specific Trainings 5

6. 6 Employment Eligibility Verification 6

7. What is E-Verify? No-cost Internet based system Fast & easy to use Electronically verifies the employment eligibility of Newly hired employees Existing employees assigned to work on a qualifying Federal contract Partnership between the U.S. Department of Homeland Security and the Social Security Administration 7

8. What is E-Verify? E-Verify is not… …a system that provides immigration status …used for prescreening …a safe harbor from worksite enforcement 8

9. What is E-Verify? Program Goals Reduce unauthorized employment Minimize verification-related discrimination Be quick and non-burdensome to employers Protect civil liberties and employee privacy 9

10. Why use E-Verify? Helps employers maintain a legal workforce Eliminates guesswork during the verification process Protects jobs for authorized workers Deters document and identity fraud Works seamlessly with Form I-9 10

11. Statistics More than 226,000 employers are enrolled in E-Verify; E-Verify is used at over 801,000 hiring sites. E-Verify use is growing: More than 8.70 million cases created in FY 2009 More than 15.80 million cases created in FY 2010 11

12. 12 Statistics 96.9 percent of all cases run through the E-Verify program are verified automatically with no further action required by the employer or the employee The remaining 3.1 percent of employees receive a Tentative Nonconfirmation (TNC) Of this 3.1 percent, 2.8 percent eventually receive a Final Nonconformation (FNC) and are consequently not verified as authorized to work through the program .3 percent of these TNCs eventually result in employment authorization 12

13. How to enroll Go to www.dhs.gov/E-Verify Under Start Here click Enroll in E-Verify 13

14. Form I-9 How to create an E-Verify case It’s easy and quick! 14

15. SSA Tentative Nonconfirmation DHS Verification in Process Employment Authorized There is an information mismatch The employee is authorized to work DHS will usually respond within 24 hours with either: Employment Authorized or DHS Tentative Nonconfirmation September 2010 E-Verify 15 An E-Verify case Initial verification results will be 15

16. Handling a TNC Inform the employee of the TNC Print the TNC Notice and review it with the employee CONTEST NOT CONTEST Refer employee to appropriate agency You may terminate the employee and close the case in E-Verify 16

17. Handling a TNC The employee has 8 Federal Government workdays from the referral date to visit or call the appropriate agency and resolve the discrepancy The employee continues to work in full status during the TNC resolution process DO NOT take any adverse action based on the TNC against the employee during the resolution process 17

18. Photo Matching Allows you to match the photo on an employee’s Form I-766 (Employment Authorization Document) or Form I-551 (Permanent Resident Card or “green card”)to the photo that USCIS has on file for that employee Helps detect instances of document fraud Was added to E-Verify in September 2007 18

19. Federal Contractors As of September 8, 2009, the FAR final rule requires many Federal Contractors (and subcontractors) to use E-Verify to verify their employees’ eligibility to work legally in the United States The Federal Acquisition Regulations (FAR) have been amended by the Civilian Agency Acquisition Council and the Defense Acquisition Regulations Council to reflect the FAR final rule which was published on November 14, 2008 19

20. Employer responsibilities Unless you are a Federal Contractor with FAR E-Verify Clause, only use E-Verify to verify new hires Once you begin using E-Verify, you must verify new employees no later than the 3rd business day after the employee begins working for pay You must apply E-Verify procedures toALL new hires, regardless of citizenship status 20

21. E-Verify Videos How to Enroll in E-Verify How to Create a Case How to Respond to a TNC CRCL Employee Rights and Responsibilities CRCL Employer Responsibilities and Worker Rights View the videos at: www.dhs.gov/E-Verify www.youtube.com/ushomelandsecurity You may request a copy of the CRCL videos by email at E-Verify@dhs.gov 21

22. Learn more about E-Verify E-Verify provides: Speakers for your events Panel Participants Exhibit participation Free Live Webinars Write: E-Verify@dhs.gov Visit: www.dhs.gov/e-verify 22

23. Disclaimer Immigration law can be complex and it is not possible to describe every aspect of the process This presentation provides basic information to help you become generally familiar with rules and procedures For more information on the law and regulations please see our website: www.dhs.gov/E-Verify 23

24. Perform Job Focused Primarily Led by the Manager and Peers Introduction to the Company Review Company Products and Services 24

25. Transform Mission Values Culture Vision Mentoring 25

26. Mentoring Be Selective Set Expectations Train Mentors Evaluate 26

27. Levels of Engagement – Who does What? 27

28. Human Resources’ Role - Conform Verify the offer and references Prepare for the new hire’s arrival Set the Agenda and Schedule Typically go over payroll and benefits information Ensure legal compliance Oversee the delivery of the program Follow up 28

29. Supervisor/Manager’s Role - Perform Department’s functions and services Outline the department’s structure Summary of key departmental rules, such as work hours or scheduling Employee's role within the department Introduction to other employee’s in the group Guidance when questions arise 29

30. Management/Executive Team’s Role - Transform Greet New Employees Mission and Values Company Philosophy Vision 30

31. Program Evaluation Written Questionnaire Follow-up Interviews Comprehension Tests Indirect Methods 31

32. Top Best Practices Contact the new hire prior to their start Welcome gift Welcome basket Having the office prepared prior to arrival – name on phone list and office, business cards ready Involve the Management & Executive Team 32

33. Top Best Practices Involve peers and co-workers Be organized – have an agenda and a checklist Don’t overwhelm the new hire – how will you break up the training? Consider ongoing Onboarding 33

34. 34

36. Employee Hotline: (888) 897-7781

37. E-Mail: E-Verify@dhs.gov

38. Website: www.dhs.gov/E-Verify

40. E-Mail: nsaperstone@insightperformance.com35