TN Employer Intake Form

for Business Owners

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

Your Name

Your Title

Your Telephone

Your Email

BUSINESS INFORMATION

Business Name

Business Website

Business phone

Business full address

Is this address where employees will perform their services?

Yes No

JOB DESCRIPTION AND DUTIES

Job Title

Job Description

Job 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.

Number of Job positions available

Job Type

Wage per hour

Is there a shift premium?

Hours Per Week

Overtime

How many OT hours on average can they expect per week?

Workweek

Do you have different shifts? Can you mention how many? Is the worker going to rotate shifts?

Can they work extra days?

How often can they expect work extra days?

Will they work on weekends (add rates)

Payment Days

Payment Type

Rest Breaks

Job Start Date

Additional information about the job (if applicable)

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.

General Job Requirements

Experience required?

Yes No

If yes, what experience is required

Is the worker required to supervise other workers?

Criminal Background Check

Yes No

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

Drug Test

Yes No

If so, when do you perform the drug test, before or after they arrive? Do you accept workers who consume cannabis?

Physical Requirements

English Level Requirement

None Basic Medium Advanced

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

Must attend the job training?

Yes No

If so, how long is the training? Do you have Spanish spoken trainers/training materials? Is it a English spoken or bilingual environment?

Must attend safety meetings

Yes No

Drivers license required

Yes No

Driver Bonus: If a worker will drive the crew back and forth from work, will he/she receive an extra amount in his/her paycheck?

Yes No

Driving bonus amount

Which University Degree is the required/desired to perform this position? You need to have in mind that sometimes those degrees don't exist with the same name in México, but there are other type of degrees which are equivalent and legally accepted to perform the tasks.

Must be able to lift:

Other physical requirements?

EQUIPMENT AND APPAREL

Company Uniforms

( Provided by employer? What does it include? T-shirt, sweatshirt, pants? )

Safety apparel

( Provided by employer? What's included? Are work boots mandatory and provided? Is a stipend or advance given? Do workers covers the cost, etc.?)

Documentation

( Do you have a contract that you can provide, or will this job offer suffice?)

FLIGHT TRANSPORTATION

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.)

WORKPLACE TRANSPORTATION

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. )

Additional transportation

* 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?

JOB INCENTIVES

Worker compensation insurance

Yes No

401K

Yes No

Health Insurance

( 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? )

Paid Holidays

(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?)

Additional bonuses

(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

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.

Housing options

1. Employer secures housing for X amount of months and then worker has to secure own housing; 2. Employer doesn't secure housing, but helps worker to do it before arrival; 3. Employer provides housing for as long as the worker is employed in the company. 4. Other

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 lower the price of the rent is, the higher the 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.)

Furnishing

WiFi (recomended)

Yes No

Cable TV (recomended)

Yes No

Laundry

Yes No

Is Laundry Coin Operated?

Yes No

Other: Gym in housing, Movie Center, Game Room, etc.?

Nearby amenities

(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

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

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)

EXPENSES

The TN Visa processing has some expenses that are obligatory and other ones which are a standard for the employer to cover.
Obligatory: you are required to pay/reimburse for this expenses

Consular processing: $160 dls (fee at the moment you received this questionnaire and might change).
Reciprocity fee: $382 dls (fee at the moment you received this questionnaire and might change).

Standard: Which of the below expenses is your company paying for? (Not covering the standard fees might make it harder on the applicants, who might not have the means.)

1- Transportation from their home town to the USA Consulate/Embassy: bus ticket, tolls, gas receipts, etc.

Yes No

2. Hotel night previous to each one of their 2 appointments.

Yes No

3. Meals during their trips to the Consulate/Embassy.

Yes No

4. Airplane fee to arrive to the place of employment.

Yes No

5. Transportation to arrive from their home town to the airport and meals during that day.

Yes No

6. Meals during the day they fly to the place of employment.

Yes No

* Some of this expenses could be covered by the worker upfront and then reimbursed by the employer. Other times 3 Amigos could pay for them and then invoice you.

TN Employer Intake Form

for Business Owners

YOUR CONTACT INFORMATION

BUSINESS INFORMATION

JOB DESCRIPTION AND DUTIES

JOB INFORMATION

REQUIREMENTS

EQUIPMENT AND APPAREL

FLIGHT TRANSPORTATION

WORKPLACE TRANSPORTATION

JOB INCENTIVES

HOUSING

DISCIPLINE

EXPENSES

Services

Our Company