Investigative Service

• Investigative  service fee is computed by the hour with a two-hour minimum plus all authorized expenses.

• Retainer is required for finical support of services and must be received before commencement of service.

• Pre-employment Background Screening rate is computed based on your requirements, and number of cases requested.

Process Server

• Please contact us for pricing information.

• Until further notice mileage shall be assessed at $.40 per mile for all miles traveled in support of a service.

• For a complete listing of rates, please contact a representative at the contact information listed below.

Please contact a representative  reference fees for Exchange Visitor, Work Program, Consultant Service and other Service Fees.

• Au Pair USA

• Nannies Canada

• Summer Work and Travel

• Training USA

• Educational

• Worker programs  USA; H2B

• Foreign Workers Canada Seasonal and Full time

• Income Tax preparation and fling, federal and state.

• Health insurance while in transit one month of health insurance will be provided at cost to cover participant during travel from place of application to place of employment.  Cost of insurance to be determined at time of application, due to insurance policy increases / decreases.

• Work USA for procuring employment in the United States a service fee of forty-five percent (45%) of the first full month's gross compensation is required if the position pays Two Hundred Seventy-Five Dollars ($275.00) through Four Hundred Ninety-Nine Dollars and ninety-nine cents ($499.99), and a   service fee of fifty percent (50%) of the first full month's gross compensation if the position pays Five Hundred Dollars ($500.00) or more per month.

• Employment Consultant Service: this service requires a written contract between client and Consultant Service, and payment of a non-refundable consultant service fee of $200.00 USD. Please visit with a representative for more information.

Tipped Employees

Tipped employees are individuals engaged in occupations in which they customarily and regularly receive more than $30 a month in tips. The employer may consider tips as part of wages, but the employer must pay at least $2.13 an hour in direct wages. The employer who elects to use the tip credit provision must inform the employee in advance and must be able to show that the employee receives at least the applicable minimum wage (see below) when direct wages and the tip credit allowance are combined. If an employee's tips combined with the employer's  direct wages of at least $2.13 an hour do not equal the minimum hourly wage, the employer must make up the difference. Also, employees must retain all of their tips, except to the extent that they participate in a valid tip pooling or sharing arrangement.

 

Basic Wage Standards

Covered, nonexempt workers are entitled to a minimum wage of not less than $7.25 per hour effective July 24, 2009. Special provisions apply to workers in American Samoa and the Commonwealth of the Northern Mariana Islands. Nonexempt workers must be paid overtime pay at a rate of not less than one and one-half times their regular rates of pay after 40 hours of work in a workweek. Wages required by FLSA are due on the regular payday for the pay period covered. Deductions made from wages for such items as cash or merchandise shortages, employer-required uniforms, and tools of the trade, are not legal to the extent that they reduce the wages of employees below the minimum rate required by FLSA or reduce the amount of overtime pay due under FLSA.

 

The FLSA contains some exemptions from these basic standards. Some apply to specific types of businesses; others apply to specific kinds of work. While FLSA does set basic minimum wage and overtime pay standards and regulates the employment of minors, there are a number of employment practices which FLSA does not regulate. For example, FLSA does not require:

1. vacation, holiday, severance, or sick pay;

2. meal or rest periods, holidays off, or vacations;

3. premium pay for weekend or holiday work;

4. pay raises or fringe benefits; or

5. a discharge notice, reason for discharge, or immediate payment of final wages to terminated employees.

 

Recovery of Back Wages

Listed below are methods which FLSA provides for recovering unpaid minimum and/or overtime wages.

Wage-Hour may supervise payment of back wages. The Secretary of Labor may bring suit for back wages and an equal amount as liquidated damages. An employee may file a private suit for back pay and an equal amount as liquidated damages, plus attorney's fees and court costs. The Secretary of Labor may obtain an injunction to restrain any person from violating FLSA, including the unlawful withholding of proper minimum wage and overtime pay. An employee may not bring suit if he or she has accepted back wages under the supervision of Wage-Hour or if the Secretary of Labor has already filed suit to recover the wages. A 2-year statute of limitations applies to the recovery of back pay, except in the case of willful violation, in which case a 3-year statute applies. More detailed information on FLSA and other laws administered by Wage-Hour is available by calling our toll-free help line 1-866-4US-WAGE ( 1-866-487-9243 ).

 

For those who have access to the Internet, further information may also be obtained on the Wage and Hour Division Internet Home Page which can be located at the following address: www.wagehour.dol.gov.
 

Note: Exchange Visitor Work / Travel and Work Abroad, application and program / service fees fluctuate from sponsor to sponsor, please contact Temporary Employment Solutions Ltd. Co or an ACE office near you for more information.

 

Employers

For most requests such as hiring students participating in the summer work and travel program employers are not charged any fees.  Reference the H2B guest worker program due to changes to U.S. law reference the Guest Worker Program, employers are responsible for paying all legal, and recruitment service fees associated with recruitment and placement of H2B Visa workers.

 

Canada employers, a fee may be  assessed for working as a third party on employer's behalf, and filing necessary documents for a  Labor Market Opinion. Visit with a representative for details.

 

 

Employer,  contact a representative at the contact information listed below, Temporary Employment Solutions may be able to save you time and money.

 

Service Fees for Canadian Employers

Please contact a representative  for service fees.