Christa  Stehr

Christa Stehr

1593287400

Unique Aspects of Terminating H-1B Employees

So let’s walk through the steps to help reduce the risk of an improper termination which could lead to unexpected surprises down the road for a company including back wage liability.

Three Important Actions

There are three important steps to keep in mind when ensuring that you properly terminate an H-1B employee:

  1. Express Termination: As you would normally do you need to expressly terminate the employment relationship with the H-1B non immigrant.
  2. Notify USCIS: You must also notify the immigration service of the termination so that the sponsorship can be withdrawn.
  3. Return Transportation: Something that is often overlooked is to also provide the H-1B employee with the option to obtain reimbursement for the reasonable cost of return transportation back to their last country a foreign residence. Note that a company is not obligated to pay for any dependents and also that the return transportation that must be provided need only be economy class transportation. Also, if an H-1B status holder finds another employer, changes visa status or decides to remain in the U.S., an employer is not obligated to pay this cost. So many companies will include a time period in the termination notice. Normally 60 days or so makes sense to be notified by the employee via reimbursement request or otherwise.

Now all three of these items must be completed in order to cut off back pay liability, which is often the biggest concern in these matters.

Best Practice

The best practice here is to document all of the above to be able to clearly show that each element was satisfied and that notice was provided to the terminated employee in case you ever need to evidence this.

Additionally it is also a good practice to provide some notice to the employee regarding how the termination will impact their current immigration status. For example, noting in writing along with the other three required elements discussed above that the employee has a 60 day grace period within which to find a new employer change visa status, or leave the U.S. This is a very difficult situation for employees of course, so the more information that can be provided the better on many fronts. Some companies will even set up an exit interview of sorts with an immigration attorney on the topic of helping employees who are being terminated.

It might also be worth considering helping employees even more during this time by making them aware of great initiatives such as Next Act, created by Bridge.legal in partnership with Upwardly Global, Unshackled Ventures, and others. I encourage you to check it out.

#talent-management #talent-acquisition #immigration #mobility #hr

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Buddha Community

Unique Aspects of Terminating H-1B Employees
Christa  Stehr

Christa Stehr

1593287400

Unique Aspects of Terminating H-1B Employees

So let’s walk through the steps to help reduce the risk of an improper termination which could lead to unexpected surprises down the road for a company including back wage liability.

Three Important Actions

There are three important steps to keep in mind when ensuring that you properly terminate an H-1B employee:

  1. Express Termination: As you would normally do you need to expressly terminate the employment relationship with the H-1B non immigrant.
  2. Notify USCIS: You must also notify the immigration service of the termination so that the sponsorship can be withdrawn.
  3. Return Transportation: Something that is often overlooked is to also provide the H-1B employee with the option to obtain reimbursement for the reasonable cost of return transportation back to their last country a foreign residence. Note that a company is not obligated to pay for any dependents and also that the return transportation that must be provided need only be economy class transportation. Also, if an H-1B status holder finds another employer, changes visa status or decides to remain in the U.S., an employer is not obligated to pay this cost. So many companies will include a time period in the termination notice. Normally 60 days or so makes sense to be notified by the employee via reimbursement request or otherwise.

Now all three of these items must be completed in order to cut off back pay liability, which is often the biggest concern in these matters.

Best Practice

The best practice here is to document all of the above to be able to clearly show that each element was satisfied and that notice was provided to the terminated employee in case you ever need to evidence this.

Additionally it is also a good practice to provide some notice to the employee regarding how the termination will impact their current immigration status. For example, noting in writing along with the other three required elements discussed above that the employee has a 60 day grace period within which to find a new employer change visa status, or leave the U.S. This is a very difficult situation for employees of course, so the more information that can be provided the better on many fronts. Some companies will even set up an exit interview of sorts with an immigration attorney on the topic of helping employees who are being terminated.

It might also be worth considering helping employees even more during this time by making them aware of great initiatives such as Next Act, created by Bridge.legal in partnership with Upwardly Global, Unshackled Ventures, and others. I encourage you to check it out.

#talent-management #talent-acquisition #immigration #mobility #hr

Arvel  Parker

Arvel Parker

1591627260

How to Use the Screen Command in Linux

Screen is a terminal program in Linux which allows us to use a virtual (VT100 terminal) as full-screen window manager which multiplexes an open physical terminal between multiple processes, which are typically, interactive shells. It allows us to access multiple terminal sessions within a single terminal or a remote terminal session. It is most useful when addressing multiple Linux shell commands on the command line, as well as separating commands from the shell that started the commands.

Screen also allows a user to initiate a command from one terminal, disconnect from that terminal, and then reconnect from a different location to that same terminal, while using a different terminal without having to restart the command. This simply lets a user better control multiple and separate command windows.

Screen also lets multiple remote computers connect to the same screen session at once. This allows multiple users to connect to the same screen session allowing a second user to follow along with another administrator working on a server.

#tutorials #attach #cli #command line #detach #key bindings #logging #multiplex #multiuser #multiuser mode #remote access #remote management #remote session #remote terminal #screen #screen logging #screen session #screenlog #screens #scrollback #shell #terminal #terminal session #terminal window #tty #vt100

jack richer

jack richer

1605605927

Employee Transport Management Software | Corporate Transport Solution

Day by day, we see a lot of people commuting from their places to the offices with utmost frustration and tiredness. Irrespective of the distance the employees come from, they don’t feel comfortable or patient in waiting for the public transportation. Instead they feel tiredness even during the early hours. This inturn causes their productivity to decrease.

What would be better than to provide a solution to this? That’s why it is the right time for you to start your business from Employee Transport Management System or Corporate Transportation Software.

The issues that were faced by the employees while using public transport are as follows:

Missed workdays:
Long commutes can affect employees’ health leading to taking holidays because of illness. This may make the companies’ delivery of projects delayed.

Prone to errors:
Due to poor time management, employees may seem frustrated and may make regular mistakes on the work they do.

Loss of revenue:
By being unable to concentrate on their work due to the long commute and tiredness, employees may delay their work making it more difficult for the company to earn revenue.

**Basic features of Employee Transport Management System:
**
Location Tracking:
With the real-time GPS tracking. Navigating the vehicles is also possible from anywhere at any time.

Notifications alert:
The corporate and employee transport system service providers would get to know by notifications if there is an unscheduled halt or a wrong route taken. It would also let know if there is any unsafe driving.

Fuel Monitoring:
If there is any reduction in the level of fuel or irregular usage of fuel, you will get an alert.

Benefits:
Improves productivity: The system increases the performance of the employees, since they won’t have to wait for the public transportation, the employees would be lacking tiredness.
Safety for employees: The usage of this system increases the safety since it contains both GPS and route navigation. This is of utmost use for women employees.
Conclusion:
Got the idea about starting this business? The Employee Transport Management Solution lets you readily launch your app with just a few more special features’ additions. So don’t beat around the bush and make it work now!!

#corporate transportation software #employee transport management system #corporate transport solution #employee transportation management system #employee transport management solution

Alec  Nikolaus

Alec Nikolaus

1600902000

Analyzing Employee Exit Surveys

When analyzing employee sentiment data, which in our case is an employee exit survey, we have to look at four topics.

  1. Statistical rigor of the survey
  2. Demographical composition of survey respondents
  3. Overall sentiment for defined latent constructs
  4. Sentiment scores by respondents’ characteristics (ie. gender, location, department, etc.)

First, keeping to this methodology will enable us to determine how well our survey is measuring what it is meant to measure. Secondly, by understanding who answered the survey from a respondent characteristics perspective (ie. gender, departments, etc) we can provide context to our analysis and results. Thirdly, this methodology will help us determine the general sentiment of the responders. Last but not least, it will help us determine not only what organization initiatives might be useful to increase sentiment but also where these initiatives should be implemented.

#sentiment-analysis #python #employee-surveys #python-pandas #employee-engagement

Mitchel  Carter

Mitchel Carter

1603980000

Are Your Black Tech Employees Code-Switching?

As a 13-year-old, it was hard for me to understand why my mother insisted that I cut off my baby dreads or that I get rid of any oversized jeans that imperceptibly sagged. Dating back to my adolescence, my parents instilled in me this notion that, as a black man, I had to carry myself a certain way if I wanted to be successful. Even more imperative than what I wore or how I looked, I distinctly remember a conversation with my father where he explained that I would have to work “ten times harder” than the other kids at my predominantly white high school to get by, simply because of the color of my skin.

My parents didn’t say these things because they felt I was a bad kid or that I would get in trouble. They thought that I was a great kid, but through their lived experiences, they felt that certain societal biases could negatively affect my future based on my “perception”. Whether true or not, conversations like these, as well as similar ones throughout my career, have driven me to develop a subtle vail used to hide parts of my personality in professional settings.

What is Code-Switching?

A recent conversation with a colleague made me reflect on how I’ve chosen to express myself in professional environments over the last few years. Today, as I reminisce about the last few years working in tech, I realize that I’ve subconsciously suppressed my true expression to fit into the work environment that I was entrenched in at the time. Most of my career, I’ve been the only black person on my product team, and even at times, the only black person in the entire technology department. If I think back on it, there were many instances throughout high school and college where I changed my tone or demeanor depending on the group that I was around at the time. This change in behavior is a phenomenon we generally refer to as code-switching.

According to a recent Pew Research Center study, four-in-ten black adults feel the need to change the way they talk when they’re around people of different races. That number increases to about 50% when you factor in black adults with a college degree. The data shows that black people generally feel the need to code-switch more than their counterparts of other races, but that seems to counter the mantras of today’s modern tech company that champion’s diversity and pushes somewhat of an outsider agenda.

Can Tech Companies Alleviate the Urge to Code-Switch?

After more than a decade in the workforce, this year was the first time I worked for a company that had a true black history month celebration. This is also the first time that I’ve worked for a company with a black & brown Employee Resource Group (ERG), or any ERG for that matter. Unsurprisingly, this year I’ve become more cognizant about my urge to code-switch around colleagues and my consistent imposter syndrome (a story for another day).

Many companies say they care about diversity and inclusivity, but they haven’t determined how to alleviate things like imposter syndrome or code-switching, which seem to more often plague black employees. It’s clear that companies can take tangible steps to help their employees feel more comfortable in their skin if they care about diversity, equity, and inclusion.

What are the Next Steps?

Work cultures that champion freedom of expression, lax dress codes and employee resource groups should have a better shot at reducing some of the burdens that employees feel when they decide to code-switch. One way to mitigate the stress of these psychological patterns is to first acknowledge that they may affect certain employee groups (underrepresented minorities) more than others. Most importantly, companies that take a proactive approach in talking about these issues will help secure employee trust.

Employee Resource Groups also provide a great way for employees to express their feelings about code-switching. However, rather than keep conversations about race siloed to specific groups, companies need to take a more holistic approach. Sponsor company level events that allow ERG members to express their concerns and share their experiences. Bring in outside resources to help educate all employees on code-switching, imposter syndrome, and other psychological patterns that tend to affect underrepresented groups more than others. And most importantly, foster healthy conversations with your employees by promoting an open work environment.

#employee-engagement #diversity-in-tech #code-switching #diversity #employee-resource-groups