Employment Desk: the paperwork and process of work, explained

It is an offer that depends on conditions being met before the person starts, most often a background check, references or a medical exam. No agency page lists the permitted conditions; the rules attach to each condition instead.

In the United States, Form I-9 (Section 1) and a federal Form W-4 are the standard two; in California the DE 4 is added for state withholding. Direct deposit and benefits forms are the employer's and the plan's own paper.

A document, usually on company letterhead and signed by HR or a manager, that confirms a person works or worked for the employer, often with title and dates and sometimes pay. It is a common format, not a form any of the official pages cited here require.

Form I-9 and Form W-4, the DE 4, the Labor Code section 2810.5 pay notice, the EDD pamphlets DE 2515 and DE 2511 (and DE 2320), the workers' compensation pamphlet, and the DE 34 new-hire report within 20 calendar days.

For a consumer report, the written disclosure and authorization are required before the report is ordered, not necessarily after an offer. In California, most employers with five or more employees cannot run a criminal-history check before a conditional offer.

The employee completes Section 1 by the first day of paid work, and the employer completes Section 2 within three business days of the date employment begins. If the job lasts fewer than three business days, Section 2 is due no later than the first day.

Not under any rule in the sources cited here. California does require an employer to make payroll records available within 21 calendar days and personnel records within 30 calendar days of a written request, which the employee can use as proof of employment.

In order: get an EIN, register with the EDD within 15 days of paying more than $100 in a quarter, have a workers' compensation policy in force, post the required notices, then complete the hire forms and begin payroll deposits and returns.