Employment eligibility
Form I-9
Use the current USCIS form, instructions and acceptable-document lists. Your employer arranges verification and keeps the formal record.
Visit USCIS (opens in a new tab)U.S. employee guideA clear start.
A clear start.
A shared direction.
From your accepted offer to your first 90 days, know what to prepare, who to speak with and what comes next.
START WITH YOUR OFFER
For employees working in the United States. Requirements vary by work location. Contractors and people working outside the U.S. should request the appropriate process from their onboarding contact.
Your preparation, step by step
Make your next step clear.
A personal guide, not an HR portal. Checkmarks are not shared with the company and do not complete official paperwork.
Your personal checklist is complete.
Confirm any remaining employer sign-offs with your onboarding contact. These checkmarks do not verify work authorization, submit tax forms or activate payroll.
01 / Before you startYou + your onboarding contact
Begin with the details.
Use this guide after accepting a written offer. Confirm the practical arrangements with your named onboarding contact before completing employment paperwork.
Confirm the employing legal entity, role, manager, work location, pay, schedule, start date and any stated conditions. Review your signed offer together with the applicable employment documents; ask your onboarding contact about any inconsistency.
Not checkedTell your onboarding contact your actual work state and work arrangement. State and local requirements follow the applicable work location, including for remote roles.
Not checkedAgree on a verified contact and an approved secure route for employment documents. Ask for the first-day location or meeting link and time zone.
Not checkedIf a third-party background check applies, the employer must provide the required separate disclosure and obtain written authorization. This checklist is not consent to a background check.
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Have not received an offer? Start with the Careers page. This guide is not an offer of employment.
02 / After offer acceptanceYou + HR / payroll
Prepare once. Share securely.
Prepare the documents you will need, then complete the formal steps through the process confirmed by your employer. Do not send identity documents, tax forms or banking details through the public website or ordinary email.
Read the current USCIS instructions. You choose which acceptable document or document combination to present; you are not required to provide a specific document such as a passport.
Not checkedReview the current Form W-4. Provide the signed form to your employer when you start work for use with your first wage payment. Ask payroll about any applicable state or local withholding forms.
Not checkedConfirm the pay schedule and approved payment method. Provide account details only through the verified payroll process; this page does not collect or set up direct deposit.
Not checkedAsk for the handbook, applicable confidentiality or IP agreements, conduct policies, benefit eligibility and enrollment deadlines. Review the actual documents before signing through the designated process.
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No sensitive document upload is available on this page. If you have not received a secure submission method, ask your onboarding contact before sharing documents.
03 / Day 1You + your manager / HR
A clear first day.
Connect with your manager, complete the employee portion of employment verification and establish the tools you will use for work.
Complete and sign Section 1 after accepting the offer and no later than your first day of work for pay. Complete it in the employer’s designated process, not on this page.
Not checkedReview your first-day agenda, introductions, work hours and time zone, reporting line, and the route for questions or accommodation requests.
Not checkedConfirm approved equipment, account access, multi-factor authentication and support contacts. Report missing access; never share passwords or verification codes.
Not checkedConfirm your W-4 and other required payroll information reached the designated payroll contact through the approved channel. A checked box here is not payroll confirmation.
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Work authorization is verified by the employer through the I-9 process. This personal checklist does not determine eligibility to work.
04 / Within 3 business days after startingEmployer / authorized representative
Close the verification loop.
Your employer or its authorized representative completes the document examination and employer section of Form I-9. Coordinate the appointment early, especially if you work remotely.
Section 2 must generally be completed within three business days after the first day of work for pay. If the job lasts fewer than three business days, it is due on the first day.
Not checkedFor remote work, ask whether an authorized representative will examine documents in person or whether the employer qualifies for the DHS alternative procedure. Uploading a photo alone is not sufficient.
Not checkedConfirm with your onboarding contact that the employer verification step has been handled and respond through the approved process if anything remains outstanding.
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Only qualified E-Verify employers in good standing may use the DHS remote alternative procedure, which has specific document-copy, live-video and retention requirements. Participation by Arclight is not represented on this page.
05 / Days 1–7You + your manager
Understand how the team works.
Build the context, relationships and operating habits needed for your role. Your manager confirms the training, permissions and policies that actually apply.
Review applicable conduct, anti-harassment, reporting, timekeeping, leave and expense procedures. Complete any required policy acknowledgments through the employer’s designated process.
Not checkedLearn how to protect company and client information, recognize phishing, report incidents and use approved systems. Ask about role-specific compliance training and access approvals.
Not checkedIf benefits are offered for your role, review eligibility, enrollment windows and plan documents with the designated contact. No benefit or eligibility is promised by this guide.
Not checkedConfirm your initial work, manager check-ins, important collaborators and how to ask for support. Identify any missing training or access.
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Keep formal acknowledgments and employment records in the designated employer system. Personal checkmarks here are not a signature or training certificate.
06 / Ongoing check-insYou + your manager
Turn context into contribution.
Use regular conversations to align expectations, build confidence and identify what would make the work more effective. These are suggested check-ins, not a guaranteed probationary period or change to employment terms.
Review role expectations, completed orientation, access needs and early feedback. Agree on the priorities for the next month.
Not checkedReview initial deliverables, collaboration and learning needs. Resolve blockers and clarify where decisions or approvals are needed.
Not checkedDiscuss progress, feedback and development goals. Confirm the next set of priorities and the cadence for ongoing check-ins.
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If your role, work location or employment arrangement changes, ask your employer which paperwork and notices need updating.
Keep personal information in the right place.This page has no document upload or employee information form. Do not send Social Security numbers, identity documents, tax forms, banking details, passwords or wallet information through public website forms. Ask your onboarding contact for the verified secure process.
Reference desk
Official forms. Clear ownership.
Federal withholding
Form W-4
Use the current IRS form. Return it to your employer through the approved payroll process; downloading it does not submit it.
Visit IRS (opens in a new tab)Employer responsibility
New hire reporting
For Florida reporting, the employer reports new and rehired employees within 20 days of hire. Other states may have different requirements.
Florida reporting guidance (opens in a new tab)What the employer coordinates separately
- Confirm the employing entity, worker classification, work location, payroll registrations and any applicable state or local notices. An employee and an independent contractor follow different processes. IRS classification guidance (opens in a new tab)
- Arrange the I-9 examination and maintain the formal records. Confirm whether E-Verify applies; Florida generally requires private employers with 25 or more employees to use it for new hires. Employer size and program participation are not confirmed here. Florida E-Verify requirements (opens in a new tab)
- Complete applicable new hire reporting, payroll setup, benefit enrollment and required policy acknowledgments in the designated systems. The public checklist does not send information to an employer or government agency. Florida reporting instructions (opens in a new tab)
- If a third-party background report is used, follow applicable disclosure, written authorization, review and adverse-action procedures, as well as state and local requirements. FTC / EEOC guidance (opens in a new tab)
Need a hand with the next step?
Use your named onboarding contact for personal arrangements. For a general recruiting question, use the contact page and select Careers. Send only a brief question, without sensitive employment documents.
Reference review: October 1, 2026. This is a preparation guide, not an employment agreement or a substitute for the employer’s location-specific process.