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+ In the context of Canadian payroll administration, onboarding an employee refers to the formal process of integrating a new hire into +both the organizational and payroll systems. It ensures that the employee is properly registered, legally compliant, and ready to be paid +accurately and on time. +

+

+ Key Steps on Onboarding an Employee: +

+ +

+ Includes full legal name, address, date of birth, and Social Insurance Number (SIN). The SIN is critical for tax reporting to the CRA (Canada Revenue Agency). +* Obtain Federal & Provincial Tax Forms +New employees must complete Form TD1 (Federal and possibly a Provincial version) to declare tax credits and determine income tax withholdings. +* Set Up Banking Info for Direct Deposit +Employees usually provide a void cheque or bank form to set up electronic payments. +* Register the Employee in the Payroll System +Involves entering all personal and job-related data, assigning a payroll ID, and verifying employment status (e.g. full-time, part-time, contract). +* Enroll in Benefits or Pension Programs +If applicable, the employee may be signed up for group insurance, retirement savings plans (like RRSP or pension plans), and other benefits. These deductions must be accurately reflected in payroll. +* Assign Statutory Deductions that Employers must withhold and remit: +- CPP (Canada Pension Plan) +- EI (Employment Insurance) +- Income Tax (based on TD1 form) +* Confirm Employment Agreement & Start Date +

+

+ 🍁 Compliance & Record Keeping +- Employers in Canada are responsible for keeping accurate records of employee data, pay stubs, deductions, and remittances for at least 6 years. +- If audited by CRA, these documents must be readily available. +- Employers must also provide T4 slips by end of February each year to summarize annual earnings and deductions for tax filing. +Let me know if you want a sample checklist or onboarding template tailored to a specific province or industry—I’d be happy to help set that up. +

Employment Standards Requirements