Hiring Process

Hiring a new employee is a multi-part process. Any employee being interviewed should fill out an Application. If the applicant is applying for a Service Technician or Installer position, applicant is no longer required to bring in a copy of their Motor Vehicle Report.  Once the interview is concluded and you feel confident in your new candidate, you may offer them the position contingent on a clean background check and drug test. At this time you complete the Pre-Employment Inquiry paperwork. The Pre-Employment Inquiry paperwork includes two authorization forms listed below:

– Background Investigation Authorization

– Drug Screening Authorization

After the background comes back as eligible for hire, you may contact the applicant to have them come in and complete the New Hire Packet. Other documentation they should bring with them at this time are Driver License, Social Security Card, a voided blank check (or direct deposit letter from their bank). Applicant is to complete new hire packet and hiring manager is to review to make sure all items on the provided checklist are completed and that all forms are filled out completely. New Hire Packet is to be sent to HQ Attn: Kelly for final review and approval. Once that is done you will be given an approved hire date.

 

 Steps in the new hire process

Hiring a new employee is a multi-part process. It is important to complete the process in the proper order, as you should not collect certain information from an applicant until AFTER you offer them a position.

 Interview

The first step is the interview. Any employee being interviewed should fill out an Application if they have not already done so.

Application

If the application is applying for a technician position, an electronics test should be completed by the applicant to gauge basic electronics knowledge. Once the interview is concluded and you feel confident in your new candidate, you may offer them the position contingent on a clean background check, clean drug test, and clean bill of health from physical examination. At this time you complete the Pre-Employment Inquiry paperwork.

FDC field employees are also now required to pass a physical examination by an FDC approved doctor or physician.””’ This will let us know if the applicant is physically capable of performing the job duties. The offices applicants will report to are:

MELBOURNE – MedFast 2113 Sarno Rd., Melbourne, FL 32935 (P) 321-676-0558 / (walk-in, use MedFast Physical Auth Form) http://office.fdc.com/images/HR_Forms/MedFast_Authorization_form_Pre-Emp.pdf

ORLANDO – CentraCare (Acct# 24506853) 5810 S. Semoran Blvd. Orlando FL / (walk-in, use CentraCare Physical Auth Form) (P) (407)207-0601 http://office.fdc.com/images/HR_Forms/CentraCare_Orlando_Tampa.pdf

JACKSONVILLE – Care Spot 5964 Normandy Blvd Jacksonville FL / (walk-in, use CareSpot Physical Auth Form) http://office.fdc.com/images/HR_Forms/Carespot-Jax.pdf

FT. LAUDERDALE – Quick Family Urgent Care 4301 S. Flamingo Blvd Rd #102 Davie FL / (walk-in & ask for James Edwards)

TAMPA – CentraCare (Acct# 24506853) 4001 W. Linebaugh Ave Tampa FL / (walk-in, use CentraCare Physical Auth Form) http://office.fdc.com/images/HR_Forms/CentraCare_Orlando_Tampa.pdf

 Pre-employment Inquiry

To collect personal information from an applicant, you should be offering them a position. This position is contingent on passing the screening process. First step is to complete the Pre-Employment Inquiry. The Pre-employment Inquiry paperwork includes the authorization forms and physical demands form

 Drug Screening

Drug Screening Authorization: This form is an authorization from the applicant for us to perform a urine analysis on them. This test should be the first screening done. It is the cheapest portion of screening process and is done at the office with a provided SafetyFirst cup. Branch manager is responsible for keeping stock of these. See our Drug Test Video for more information on the process.

What happens if you get a positive result?  Watch this video for that answer.

 Background Check

Background Investigation Authorization: This form is an authorization from the applicant for us to do a background investigation on them. This investigation currently goes through ClearStar. The form you use should reflect that.

 Physical Job Description

For field employees, hiring manager provides Physical Job Description outline form for applicant to agree to and sign stating that they can perform the necessary tasks daily. The applicant will also take a physical examination at the local office’s approved clinic of choice.

 New Hire Paperwork

After you have been notified from HQ that the applicant is eligible for hire, you may contact the applicant to have them come in and complete the New Hire Packet. Other documentation they should bring with them at this time are Driver License, Social Security Card (or acceptable substitute, such as passport, birth certificate, etc.), a voided blank check (or direct deposit letter from their bank). Applicant is to complete new hire packet and hiring manager is to review to make sure all items on the provided checklist are completed and that all forms are filled out completely. New Hire Packet is to be sent to HQ (Attn: Kelly) for final review and approval. Once that is done you will be given an approved hire date.

Pages of the New Hire Packet include:
# ”’Checklist”’: ”make sure all items are checked off once completed and initialed by applicant and manager”
# ”’Company Vehicle Agreement”’
# ”’Special Disability Trust Fund”’: ”Fill out completely, pay special attention to #’s 7, 8, & 9 as they are commonly overlooked”
# ”’Confidential/Non-Compete”’: ”Fill out completely, putting applicant’s address on page 2 and signed by both applicant and manager”
# ”’W-4”’: ”Complete Employee’s Withholding Allowance Certificate. Make sure applicant understands withholdings and doesn’t claim too much.”
# ”’I-9”’: ”Complete first page of this form”
# ”’Intuit Payroll Form”’: ”make sure to include personal email address and attach voided check or note from bank”
# ”’Employee Acknowledgements”’
## ”’Employee Acknowledgement”’
## ”’Company Safety Policy”’
## ”’Drug Free Workplace Program”’
## ”’Sexual Harassment Policy”’
## ”’Access Card Agreement”’
## ”’Emergency Contact”’

 

 Start Date

As outlined above, new hires will be provided a start date by HQ. New hire paperwork is NOT to be attempted on start date, it is to be completed well in advance.

 Orientation Videos

Orientation may be done in advance with the new hire paperwork or on day one. Set aside approximately 1 hour for new hire to watch orientation videos and ask any questions they may have. You will provide them with two or three handbooks (depending on their position) before they begin orientation. Technicians and installers will receive the Employee Handbook, Employee Safety Orientation Handbook, and the Field Service Manual. Administrative staff will not need Field Service Orientation or Field Service Manual unless they are working in the Service Department. Videos can be found at the links below:

Employee_Orientation For ALL Employees

Safety_Orientation For ALL Employees

Field_Service_Orientation For Service and Install Employees

Benefits Overview For ALL Employees