TN Visa Employers Form | 3A IM Migration Services

TN Employer Intake Form

Welcome aboard! We’re excited to collaborate and help your company expand its success.

ONBOARD: Employer – TN Engineers

Newsletter

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

JOB DESCRIPTION AND DUTIES

Job Title

Job Descrption

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

Starting Salary (add range if applicable)

Hours Per Week

Overtime

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

Workweek

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

Is there a shift premium?

Can they work extra days?

How often can they expect to work extra days?

Will they work on weekends? (add rates)

Payment Type

Payment Days

Rest Breaks

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

If yes, what experience is required

Is the worker required to supervise other workers?

Criminal Background Check

* 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.

Yes

If so, please let us know if you want 3A Immigration Services to provide the CBC or if you want to do it through your provider.

Drug Test

Yes

If so, do you want 3A Immigration Services to perform the drug test before departure for an extra free? Which drug test panel do you require?

If a worker tests positive for cannabis is it acceptable?

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 becomes)

Must attend the job training?

Yes

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

Drivers license required

Yes

It is very likely that your TN worker only has a Mexican driver's license. What are the requirements for this Mexican drivers license to be valid in your State? What are the requirements for the TN worker to apply for a drivers license in your State?

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.

Physical requirements

EQUIPMENT AND APPAREL

Company Uniforms

Provided or at workers expense? What does it include? T-shirt, sweatshirt, pants?

Safety apparel

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

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?

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

JOB INCENTIVES

Worker compensation insurance

Yes

401K

Yes

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?

Vacations / PTO

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

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

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.

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 recommend single occupation per room 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?

Utilities Included (Water, Gas, Garbage, Electricity, Wifi etc.)

Furnishing

WiFi (recomended)

Yes

Cable TV (recomended)

Yes

Laundry

Yes

Is Laundry Coin Operated?

Yes

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

Please specify the number of hours or days within which an individual must vacate the premises upon termination of employment. (Be mindful of state-specific regulations and any applicable laws.)

All residents must adhere to established housing rules. Do you have a specific format that you can provide or would you like 3 Amigos Recruiting to provide you with a generic format.

Please provide the contact name(s), position title, phone number and email address(es) of the person that we should send the invoices to.

Additional Job Notes (If neccesary)

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.

1- Transportation from their home town to the USA Consulate CBP such as flights, bus tickets, tolls, gas receipts, etc.

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.

Yes

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

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.

Yes

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

Yes

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

Yes

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

Yes

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

Yes

7. Consular processing fee ($185 USD at this point).

Yes

8. Reciprocity Fee ($382 at this point for a 4 year Visa). This fee is only paid by the worker if the Visa is approved.

Yes

If this is the case, how long after the worker arrives will you reimburse the expenses you agreed to pay for above?