J1 Hiring - Frequently Asked Questions
When are the students available?
How much does it cost?
How are the workers selected?
What are the new Program requirements?
How old are the J1 students?
Will the students have health insurance?
Do I have to sponsor the participants?
How can I secure seasonal workers?
How much should I pay my international staff?
What if I am not happy with my International employees?
How can I improve performance of my International employees?
Will my participants have a Social Security Number?
What are the tax requirements as to international students in the program?
How will the staff arrive at my firm?
What if I have any other questions?
As per new Department of State regulations, the employment needs to be either seasonal or temporary in nature. Employment is of a seasonal nature when the required service is tied to a certain time of year by an event or pattern and requires labor levels above and beyond existing worker levels. Employment is of a temporary nature when an employer's need for the duties to be performed is a one-time occurrence, a peak load need, or an intermittent need.
Summer Program participants generally arrive in May/June and can work until late August -September. Winter Program participants arrive in December/January and remain until March. Spring Program participants arrive in March. Please note that your application should be received at least 90 days before the Program start date, if we are to assure the appropriate staff. We apologize for the rush; however, this deadline exists, so that our students may have enough time to obtain visas.
The service is without charge to the employer. However, all the services have to be arranged in advance.
The students are fully screened, including an interview conducted entirely in English. We try to find the best possible workers, meeting all your requirements. We expect those we refer to be hard-working, flexible, and fully committed to their work.
All students are over 18 years old. Most are 19 to 22 years old.
All the Work and Travel USA participants are covered for the duration of their stay in the United States.
You do not have to sponsor Work and Travel Participants.
Using the following link, please send us an application with your requirements. Please include a brief description of your business. We will contact you promptly to discuss your request in detail. We can usually supply the resumes of several potential candidates for your inspection. Upon your decision to use our services, you will be asked to complete a job offer form. This document expresses your intent to employ the worker(s). While you are not under legal obligation to hire, the document is necessary for the worker to obtain an American visa. In no sense are you sponsoring or guaranteeing the employment.
We recommend paying the prevailing wages. Foreign workers should be paid at least the same amounts as their American counterparts. Better wages tend to increase mutual satisfaction and workers productivity. You must always comply with state and federal minimum wage laws.
You should treat an international student employee as any other seasonal staff. If for any reason, you are not satisfied with his/her performance, please try to resolve the matter first by discussing it with the employee or by contacting us. If you can not achieve satisfactory results, you may terminate their employment at any time.
We recommend paying a competitive wage providing sufficient hours. Overtime will be welcome. Arranging rewards and end-of-the-season bonuses is also a great tool in achieving mutual satisfaction.
Many workers will arrive at your firm without having applied for a Social Security number. It is legal to hire them as long as they apply for the number within seven days of beginning work. After applying for a Social Security number at the nearest Social Security Administration, they are required by law to show you a receipt, stating that they have applied. Generally, it takes a few weeks to get a Social Security card by mail. Read more about hiring J-1 visitors and SSA regulations.
They are required to pay Federal, State and local taxes. However, they are exempt from paying Medicare, Social Security or Federal Unemployment tax. For more information, please refer to IRS Employers Tax Guide Publication 5.15
Our participants are responsible for their own transportation costs. We are responsible for travel instructions. However, your help or information is always welcome.
Please contact us anytime!