What should be on a new employee onboarding checklist?

Include hiring paperwork, payroll setup, applicable safety training, a named supervisor and follow-up conversations. For warehouse and production roles, separate permission to perform assigned work from general orientation. As good practice, confirm the shift and arrival instructions, arrange equipment and access, assign a buddy, and record completion against each task. Give every outstanding item an owner so the employee knows where to get help.

How long do you have to complete Form I-9 for a new hire?

USCIS requires the employee to complete and sign Section 1 by the first day of employment. Under 8 CFR 274a.2, the employer generally has three business days after work begins to examine the documents and complete Section 2. If the employment lasts less than three business days, the employer must complete that process at hire. Assign someone to track both parts; do not apply the employer's later deadline to the employee's part.

Do forklift operators need to be retrained at a new job?

A new job does not automatically require repeating every forklift training topic. Under 29 CFR 1910.178(l)(5), appropriate previous training need not be duplicated when it fits the truck and working conditions and the operator has been evaluated and found competent. The employer still must ensure the required training and evaluation are complete and certify them. Review the actual assignment and training history before allowing independent operation.

When is new hire reporting due in New York and Pennsylvania?

New York's Tax Department generally requires reporting within 20 calendar days from hire, and Pennsylvania DLI instructs employers to report within 20 days of hire. Pennsylvania directs employers to PA CareerLink for reporting. Confirm who submits the report and retain a completion record as good practice. Follow the applicable agency instructions for electronic filing schedules, multistate reporting and special cases rather than assuming payroll enrollment completes the reporting task.

What safety training does a new warehouse employee need on day one?

Training depends on the assigned work and its hazards. Under 29 CFR 1910.1200(h)(1), information and training on hazardous chemicals in the work area are required at initial assignment. Under 29 CFR 1910.178(l), forklift operators need the required training and evaluation before independent operation. Add a site walk-through, exit orientation and assigned PPE to your practical checklist, and have the safety lead identify any additional obligations for the actual job.

Who handles onboarding paperwork for temporary workers from a staffing agency?

The staffing agency handles its own employees' hiring and payroll paperwork; the host should confirm that handoff before the assignment begins. The host still needs a local orientation owner and site-specific safety preparation. OSHA treats staffing agencies and host employers as jointly responsible for temporary-worker safety, with responsibility depending on the circumstances. Put the practical division of work in writing and identify who will confirm each required training task is complete.

Masonry Contractor Insurance in California and Texas

TNTSEO United • September 22, 2026

Masonry insurance should reflect your brick, block, stone, refractory and veneer work, the people you employ, and the classifications you hold. In California, C-29 Masonry is absent from CSLB's published workers compensation must-carry list. A C-29-only licensee with no employees and no Responsible Managing Employee may file an exemption. Holding C-8 Concrete changes that position, even when the business is doing masonry work.

CSLB's bulletin on laws taking effect in 2026 reports higher penalties for workers compensation violations and a required exemption verification process. Cal/OSHA also requires a written silica exposure control plan for employers within the construction standard's scope. Bring your license record, work description and contract insurance requirements to your broker so the coverage discussion starts with the business you actually run.

Written and reviewed by Pascal Burke, Licensed Insurance Broker. Pascal Burke is the founder of ContractorsInsured.net, a licensed insurance brokerage serving contractors in California and Texas. CA License #6015321. TX License #3305690.

What the C-29 masonry license covers in California

In brief: California's C-29 Masonry classification expressly includes concrete units, brick, block, stone, refractory work, veneer and paving, giving a masonry business a broader licensed scope than its trade name might suggest while leaving the classification required for a particular project to be confirmed with CSLB.

CSLB defines the scope in these words:

A masonry contractor installs concrete units and baked clay products; concrete, glass and clay block; natural and manufactured stone; terra cotta; and fire brick or other material for refractory work.

This classification includes the fabrication and installation of masonry component units for structural load bearing and non-load bearing walls for structures and fences installed with or without mortar; ceramic veneer (not tile) and thin brick that resembles full brick for facing; paving; and clear waterproofing, cleaning and caulking incidental to masonry construction.

Concrete units and paving already sit inside this definition. The material alone does not establish that a business needs C-8. Describe your actual operations when discussing masonry contractor insurance, including incidental cleaning and waterproofing. For concrete operations, see our concrete contractor insurance guide.

Whether you can file the workers compensation exemption depends on the classifications you hold

In brief: A California licensee's workers compensation exemption position depends on the classifications held, employment and qualification arrangements, so a business holding C-8 cannot obtain the no-employee exemption simply by describing its current project as masonry or choosing to perform that project under its C-29 classification.

CSLB's published must-carry list names C-8 Concrete, C-20 Warm-Air Heating, Ventilating and Air-Conditioning, C-22 Asbestos Abatement, C-39 Roofing and C-61/D-49 Tree Service. C-29 is absent.

California workers compensation positions by classifications held

Classifications held	July 2025	July 2026, preliminary
Allentown-Bethlehem-Easton, PA-NJ	5.0%	4.1%
Scranton-Wilkes-Barre, PA	5.4%	4.7%

Source: U.S. Bureau of Labor Statistics, Local Area Unemployment Statistics, July 2026, with July 2025 comparisons. Both series are not seasonally adjusted.

Here, the Lehigh Valley figure refers to the Allentown-Bethlehem-Easton metro. The Scranton-Wilkes-Barre metro includes Luzerne County, where Hazleton is located.

According to BLS's unemployment definition, these rates measure the unemployed share of the labor force. That share fell in both metros. The figures provide context, but they do not measure interest in your opening or explain why your particular post is quiet.

Audit the parts you control: pay compared with similar nearby jobs, missing shift details, a lengthy application, and unanswered applicants. If people apply but never reach an interview, investigate the handoff before spending more to promote the same post.

Fix the job post first

Put the information someone needs to assess the job at the beginning: pay, shift, hours, worksite, physical demands and expected start date. Write for the person deciding whether the work fits their life. Move the company history below the details needed to make that decision.

Review the opening lines against this checklist:

Pay: State the approved range or rate, and explain any shift differential separately.
Schedule: Give the working days and start and end times. Explain rotating schedules or expected overtime.
Location: Identify the actual worksite, rather than only the corporate office.
Work: Describe the duties and actual physical demands. Distinguish packing, loading, equipment operation and production tasks.
Start: State the intended start date, employment arrangement and next step after applying.

Separate skills needed on arrival from skills you can teach. For a production opening, identify the equipment or process involved instead of relying on a broad title. Ask the supervisor to confirm that the description matches the work on the floor.

Then complete the application on a phone. Remove repeated questions and unnecessary early attachments. Keep the information needed to assess suitability, and make the submission confirmation explain how the applicant will hear back.

Check your pay against the local market

Compare your offer with the local occupation and the actual duties before deciding whether pay needs to change. Use a median as a reference point, then review the shift, required experience and benefits. A broad warehouse title is not enough to select the right comparison.

Look up the relevant occupation's hourly median in the U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025 area estimates, selecting the metro that covers your worksite.

BLS defines the median as the midpoint: half of workers in the occupation earn more and half earn less. It is not a starting wage or an instruction about what your business should pay.

Compare current nearby openings with similar duties as well. Record differences in schedules and experience requirements. If your budget is fixed, examine whether the role combines tasks that could be separated or whether training could replace an unnecessarily narrow experience requirement. Keep the advertised offer accurate.

Where to find warehouse and production workers

Start with people who already know your operation, then add public workforce services and local outreach. Match each channel to the role instead of sending an identical vague request everywhere. Track where suitable applicants come from so your next hiring decision uses evidence from your own process.

Current staff referrals: Ask employees to share the complete posting with people who might fit the work and schedule. Use the same screening criteria for referred and other applicants.
Public workforce services: In Pennsylvania, PA CareerLink offers free job posting and recruitment assistance. For Long Island openings, use the New York State Job Bank through the state Department of Labor. New York also offers job posting at no cost. Ask for help matching candidates to the specific opening.
Local boards and community groups: Use these for outreach around the worksite. Give permission to share the posting and provide a direct application route. Check each group's posting rules.
Vocational and technical schools: Approach relevant programs for skilled production or maintenance roles. Describe the skills you need and ask about employer introductions, student availability and graduate recruitment.
Former employees and seasonal staff: Contact people you would welcome back. Confirm their current interest and availability instead of assuming the previous arrangement still fits.
A staffing agency: Consider outside recruiting and screening support when your own team cannot give the search enough attention or the need extends across several openings.

Keep the pay, schedule and duties consistent across channels. Record the source of each application, whether the person met the requirements, and the eventual outcome. Judge the channel by relevant candidates, not simply by message volume.

Speed decides who you get

Make prompt follow-up part of the hiring process: aim to respond the same day, arrange the necessary conversation, and explain the decision timeline. For hourly roles, use a single substantive interview when that is sufficient to assess the work. Decide beforehand who has authority to make an offer.

Give someone ownership of the inbox and assign backup coverage. A useful reply confirms the opening, checks availability and proposes the next step. Avoid an acknowledgment that leaves the applicant waiting without knowing what happens next.

Prepare the interview around the actual job: relevant experience, understanding of the duties, schedule fit and questions from the applicant. When the assessment and required checks are complete, make the offer on the spot if your process permits. Otherwise, give a realistic decision date and follow through.

If someone withdraws, record the reason when they volunteer it. Use that feedback to decide whether to revisit the schedule, offer or process.

When to bring in a staffing agency

Bring in an agency when several openings exceed your recruiting capacity, your required start date is earlier than your internal process can support, or you want to assess someone at work before considering a permanent role. Set the requirements clearly and ask what the agency can realistically support.

At FIS Recruitment, we phone screen, interview and check references before presenting candidates. Our temporary employees stay on our payroll while working for you. Read how we screen candidates, how temp to hire works, and what a staffing bill rate covers before choosing an arrangement.

Send the recruiter the same complete information you would put in a strong job post. Include the supervisor's expectations and distinguish essential skills from preferences. For local service details, see warehouse staffing in the Lehigh Valley and warehouse staffing in Hazleton.

Frequently asked questions

Choose the next hiring step by identifying where the process stalls: reaching people, explaining the job, evaluating applicants or making a decision. The answers below give you a starting point for each situation, including when to revisit compensation and when to ask for recruiting support.

Why is it so hard to find employees right now?
A quiet hiring pipeline calls for checking both the local labor market and your own offer. BLS reports lower unemployment rates in the metros discussed above, but those rates do not diagnose your vacancy. Review pay, shift clarity, location, application steps and response times. Separate a lack of applications from applicants withdrawing later, then focus your effort on the stage where contact stops.
Where is the best place to find warehouse workers?
Start with staff referrals and the public workforce service for your location, then test additional channels against the role. PA CareerLink and the New York State Job Bank offer employer recruiting resources. Add local community outreach, contact former employees you would rehire, and approach technical programs for relevant skilled positions. Track suitable applicants and hiring outcomes by source rather than assuming the busiest channel is the best.
How can I get more people to apply to my job posting?
Make the offer clear before asking someone to complete the application. Put pay, working hours, location, duties and the expected start date near the top. Separate required skills from preferred experience, and check the application on a phone. Then share the improved posting through relevant channels. Treat these changes as a practical test, tracking whether more suitable people complete the application and reach an interview.
Should I raise pay to attract more applicants?
Compare your offer with the local median for the occupation and similar current openings before deciding. Match the duties, shift and experience requirements as closely as possible. BLS's median describes the middle of the wage distribution, not an entry rate or a required offer. Review benefits and schedule alongside pay, and consider feedback from applicants. A higher offer does not remove the need for a clear posting and timely follow-up.
Can I post jobs on PA CareerLink for free?
Yes, Pennsylvania's official employer-services page confirms that PA CareerLink offers free job posting. It also lists candidate search and recruitment assistance among the available services. Prepare the pay, location, schedule, duties and application instructions before submitting your opening. Contact the local office if you need help using the service, and assign someone in your business to review responses and keep the posting current as your needs change.
When does it make sense to use a staffing agency?
Use an agency when the workload or urgency of recruiting exceeds what your team can manage, or when a temporary or temp-to-hire arrangement fits the need. Explain the work, schedule, required skills and intended start date before discussing candidates. Ask how screening, communication and payroll will work. Evaluate the proposed arrangement against your operational needs rather than assuming every agency or assignment follows the same process.

Need warehouse or production staff in the Lehigh Valley, Hazleton or Long Island?

Give us the role, worksite, schedule and intended start date so we can discuss your hiring needs. At FIS Recruitment, we can explain our screening process and temporary staffing arrangements, then talk through the information needed to begin a search for your warehouse or production operation.

Contact FIS Recruitment at 800.248.8687 or info@fisrecruitment.com, or open a requisition.