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Grok Bot+18 agentsAll Aboard by Glover & Co. — CT Onboarding, Hire to Day 90
A first day tells a new person everything about how your place is run — and in Connecticut, the day someone says yes, several legal clocks start ticking.
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All Aboard by Glover & Co. — CT Onboarding, Hire to Day 90
Example session with this skill installed
I run a 9-person landscaping company in Berlin CT. I hired a guy named Marcus for the fall cleanup season — he starts Monday September 14. He's done crew work before, probably 4 months with us tops. What do I need to do before he starts?
- Read your context and instructions
- Compiled the all aboard by
All Aboard — Marcus, fall cleanup season
A new person on the crew for leaf season — that's a good problem to have, and Berlin in October is about the busiest place in Connecticut to learn a rake line. Let's get Marcus's first day right: a first day tells a new person everything about how this place is run, and most of what makes it good is decided before he walks in.
The Clocks — computed from Monday, September 14, 2026:
| Clock | Tag | Due |
|---|---|---|
| I-9 Section 1 | Required | On or before Sept 14 — his first day |
| I-9 Section 2 | Required | By Thursday, Sept 17 — 3 business days |
| Report the hire to CT | Required | Oct 4 — a Sunday, so treat Friday Oct 2 as real. The CT-W4 doubles as the report |
| Harassment information notice | Connecticut | By Dec 14 — arrives while Marcus is still on your crew. It is due. |
| Harassment prevention training | Connecticut | By March 14, 2027 — see below |
| The two postings on the wall | Connecticut | No date — at 9 employees, both apply. Check the wall this week |
| PPE hazard assessment | Required | Before he starts a blower Monday morning |
| Day 30 / 60 / 90 | Do it anyway | Oct 13 · Nov 12 · Dec 12 |
The two clocks seasonal hiring gets wrong: the 3-month notice is the one that will actually come due — December 14, mid-season — and the statute allows the simplest route for a landscaping crew: a link to the commission's materials by email or text message. Put a reminder in your phone now. And the 6-month training deadline is a deadline, not a category — there's no seasonal exemption in the statute. Due March 14, 2027: if Marcus is still with you then (snow work happens), it is due; if he's left, the deadline never arrived. Also ask him one question before Monday: did he take Connecticut's free harassment training with another employer in the last two years? It can be portable — and the December notice still stands either way.
Making Ready this week: payroll + CT-W4 printed for Monday · gear list with who pays, reimbursements in writing · PPE assessment written down · brief the buddy (the crew member who answers the questions he won't ask you) · check the wall · send the welcome text — drafted and ready in the full session, along with the hour-by-hour day one, the teacher-and-check training board, and the Day-90 close-out: would you hire him again for spring?
Clocks verified August 2026 · Conn. Gen. Stat. § 46a-54(15) read from statutory text.
Educational, not legal advice. Seek counsel if you would like a legal opinion.
AI does not replace human judgment — this is a decision you own.
Connects securely to your tools. The creator never sees your data.
About this skill
A first day tells a new person everything about how your place is run — and in Connecticut, the day someone says yes, several legal clocks start ticking. The expensive mistakes are the quiet ones: the notice due at three months that lands before the training everyone knows about at six.
All Aboard walks a hire from the yes to day 90 in five stages — The Manifest, Making Ready, Coming Aboard, Learning the Ropes, Open Water — and computes the dated obligations owners miss most from the start date, business-day math and federal holidays included, each with its plain-language explanation and its citation: the I-9 windows, state reporting, the day-one notice paperwork, and the harassment notice-and-training clocks.
It knows the details the summaries miss: the harassment training deadline has no seasonal exemption (it's a deadline, not a category), prior CHRO training can be portable for two years, and a text message with a link can satisfy the three-month notice for a shop with no company email.
You also get the human half done right: a ready-to-send welcome email, an hour-by-hour day one, a training plan where every skill has a named teacher and a concrete check, and 30/60/90 check-ins that end with the only question that matters: would you hire them again?
Built for Connecticut. If you hire in other states, it says so rather than guess. Where a moment needs a lawyer or a human, it stops and tells you plainly.
Built by Erin Glover, SHRM-SCP — 13 years of in-house HR, now principal of Glover & Co., an HR advisory for owner-run businesses.
Clocks verified August 2026 · Conn. Gen. Stat. § 46a-54(15) read from statutory text · I-9 edition 01/20/25. Educational, not legal advice. Seek counsel if you would like a legal opinion. AI does not replace human judgment — every onboarding decision is yours to own. By Glover & Co. · gloverco.ai
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