YOUR CONTACT INFORMATION
Business full address
JOB DESCRIPTION AND DUTIES
This section will allow the worker to decide whether the amount of money received weekly after deductions and taxes is enough for them to be able to relocate temporarily or permanently. Please fill in the below and be sure to be as accurate and detailed as possible so the worker can have idea of their weekly wages.
Number of Job positions available
Wage per hour
Hours Per Week
How many OT hours on average can they expect per week?
Can they work extra days?
How often can they expect work extra days?
Will they work on weekends (add rates)
Job Start Date
Job End date (if applicable)
Additional information about the job (if applicable)
Please place all the requirements and qualifications the applicant needs to be considered for the position: Work in heights, wet environment, non-air-conditioned environment, education requirements, English (written, conversational, how will they use the English during work and any other tips that we could use. The higher the requirements, the more difficult it is to recruit for the position.
General Job Requirements
If yes, what experience is required
* If yes, we provide a criminal background check from the police department of Puerto Rico.
If so, when do you perform the drug test, before or after they arrive? Do you accept workers who consume cannabis?
Do you have a Drug Test Policy document?
Do you have a disclosure/release for a pre employment drug test? If so, could you provide it to us? If not, we could provide it.
If required, how proficient must their English be? Conversational? Reading and writing? How will the language be used at work, etc? (Be aware that the higher the requirements the harder the recruitment process)
English speaking premium/bonus amount
Driving bonus amount
Minimum education level
Must be able to lift:
Other physical requirements?
Do you have a union at the facility where our recruits will work?
If so, does the law in the state where our recruits will work require them to join the union in ordeer to get/keep the job?
Please explain how and when the workers will join the union.
Any other relevant information regarding the Union?
EQUIPMENT AND APPAREL
( Provided by employer? What does it include? T-shirt, sweatshirt, pants? )
( Provided by employer? What's included? Are work boots mandatory and provided? Is a stipend or advance given? Do workers covers the cost, etc.?)
( Do you have a contract that you can provide, or will this job offer suffice?)
Paid flight to Business Location
( The most common way employers handle this is to 1- initially cover the cost of the flight, and then 2- deduct the expense from the workers paycheck and then 3- offer that amount back as a bonus at the 60 or 90-day employment mark. How would you like to proceed?)
Which airport are the workers arriving at?
Paid Flight Home
( For most permanent positions, this would not be offered unless it is used as a bonus, to be offered once the worker has worked for X months, goes back home and then when he comes back to work, he gets reimbursed after another X number of worked months.)
Travel Food Expense Covered
( Strongly recommended. Would you consider it? Sometimes this affects the airport attendance when an employee doesn´t have the means to travel that day. Most employers will cover food expenses while workers are traveling to the employer, up to $30/day.)
Meal upon arrival
( Strongly recommended. This greatly helps to improve worker retention and start off on the right foot with the workers. They arrive late, tired, and hungry, from their long trip to a place they are not familiar with yet.)
Grocery Stipend Upon Arrival
( Strongly recommended This is important to employee retention. The cost of this is not great and it goes a long way to showing the workers that you appreciate that they relocated from their home to work for your company.)
Transportation to and from Worksite
¿For how long will you provide transportation to the worker? ¿Is it provided for free or at worker's cost?
This is a must. Shuttle service provided by employer is the easiest way to get your workforce on time to the workplace. )
* Is the bus stop near their housing? How far is the factory from the housing? Is the housing located in an urban or suburban area? Are they going to be able to independently get around during their free time? Is there a vehicle provided by the company for crew commute?
( Medical, dental, and vision benefits? After X amount of time are they eligible? Upon request or by default? Employer provides or it is split cost? If so, which percentage does each party pay? What is the weekly cost? Just personal insurance or it covers the family as well? )
(What holidays are paid? Are they immediately eligible for paid holidays?)
Job promotion possibility
(Is there possibility for promotion? Does employer conduct an employee review after a certain period to determine whether a promotion or raise is warranted?)
(Do you provide any type of bonus? Sign-on, profit, stay or any other type? How much is the amount? How often do you provide it? Is it a one-time bonus? A sign-on bonus is normally a good tool to attract the applicants and it is normally provided after 4-8 months into the job.
Do you have any taxable benefits?
Housing represents one of the biggest concerns for workers and one of the highest impacts in worker retention. We strongly recommend affordable housing under $250 per person (ideally for a single room). We recommend the following services to be included with the rent: water, gas, electricity, Wi-Fi. The smaller the housing units are, the better for the worker dynamic. We recommend for only workers in this program to live in the provided housing. If they won´t be provided with a vehicle to move around during their free time, then we recommend a house that is close to a bus stop, nearby amenities such as a grocery store, bank, laundry, restaurants, etc. for them to be able to have an independent lifestyle.
Housing Type Available
* Apartment, Hotel, Subsidized. In case the job is permanent, for how long will you provide housing?
Number of Units
Rooms, Individual or Shared?
* We strongly recommend single occupation of worker bedrooms if possible.
Rent Per Person (free, subsidized, paid by employee)
* The lowest the price of the rent is, the higher the employer retention.
Are housing paycheck deductions legal in your state?
¿For how long will you provide housing to the worker? Please explain how the housing situation will work.
Utilities Included (Water, Gas, Garbage, Electricity, Wifi etc.)
Other: Gym in housing, Movie Center, Game Room, etc.?
(Grocery? Bank? Parks? Amusement? Gym? Are they located within walking distance from the housing? If not, is there a bus near the housing for them to easily commute? Will grocery shuttle be provided weekly? Will vehicle for personal errands will be provided? )
Distance from Housing to Workplace
Members can stay in this housing if they are employed by the employer. If they separate with the employer, they need to vacate within X hours. Housing rules must be observed. If there are behavior problems or property damage they will be asked to vacate immediately. Please consider any state specific regulation regarding housing evictions
Is there a wording you would like to use?
Do you have a COVID Company Vaccination Policy for your workers?
Please provide the contact name(s) and email address(es) that you would prefer us to send your invoices.
Additional Job Notes (If neccesary)
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