TN Employer Intake Form

for Business Owners

Employer Form – TN Engineers

Dear Employer,


Please complete this Intake Employer Questionnaire. It will be the basis for your job offer that we present to your TN Mexican applicants.
Please be as clear and exhaustive with your answers as possible. This will allow us to reduce the questions the workers will have. It will also reduce the time between when we receive the questionnaire and the moment we can begin recruitment. This questionnaire has been tailored specifically for the Mexican applicant’s needs. An accurate and understandable questionnaire will allow us to launch the campaign sooner and make the overall process faster.

Thank you!

YOUR CONTACT INFORMATION

BUSINESS INFORMATION

 

JOB DESCRIPTION AND DUTIES

 

JOB INFORMATION

 

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.

REQUIREMENTS

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.

* If yes, we can provide for free a criminal background check from the police department in Mexico and/or a USA Criminal Background Check for an extra fee.

EQUIPMENT AND APPAREL

Provided or at workers expense? What does it include? T-shirt, sweatshirt, pants?
Provided or at workers expense? What's included? Are work boots mandatory and provided? Is a stipend or advance given?

TRANSPORTATION EXPENSES TO PLACE OF EMPLOYMENT

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?
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.
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.
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.
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.

WORKPLACE TRANSPORTATION

Shuttle service provided by employer is the easiest way to get your workforce on time to the workplace.

JOB INCENTIVES

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?
After how long are they available? Please explain how it works in your company.
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.

HOUSING

 

We can start your recruitment campaign before you secure the housing for the workers.

Housing represents one of the biggest concerns for workers recolating to an entire different country, and has one of the highest impacts in worker retention. We strongly recommend affordable housing under $250 per person (ideally for a single room). We understand that housing for workers is hard to secure for employers.

We recommend the following utilities to be included with the rent: water, gas, garbage, 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.

* Apartment, Hotel, Subsidized. In case the job is permanent, for how long will you provide housing?
* We recommend single occupation per room if possible.
* The lower the price of the rent is, the higher the retention.
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?

DISCIPLINE

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

STANDARD EXPENSES THE COMPANY MAY REIMBURSE

It is important to mention that TN Employers are not obligated to pay for any of the expenses the applicant spends during the process. However, it is a great tool to attract the best candidates. This expenses will only be reimbursed if the Visa is approved.

It is important to note that, due to the distances involved, the worker will likely need to take one or more flights to attend their two appointments, depending on whether these are scheduled consecutively in the same city or are separated by date and/or location.
We recommend that the employer reimburses the hotel expenses, as we advise the worker to travel on the night before the appointment(s). This is to avoid any delays that could result in missing the appointment, thereby wasting valuable time.