Curran & Berger

Documents & Information to send to Curran & Berger for an employee's PERM petition - Special Handling.

This checklist does not address the question of whether it is advisable to file a PERM petition but is intended for current clients who have been referred to this list by Curran & Berger staff.

This is a comprehensive list of everything Curran & Berger will need to begin work.  We realize you may have sent us some of this information already.  In that case, you do not need to send it again. If certain items are difficult or impossible to get, send us as much as you have.

1. Full legal name of Employer.
2. Full address and phone number of employer.
3. Full name and title of person who will sign forms (designated official).
4. Phone, fax and email for designated official.
5. Federal Tax ID # (FEIN#).
6. Year incorporated.
7. Number of employees.
8. Title of Position.
9. Job Description.
10. Salary.
11. Salary range for the position.
12. Work schedule.
13. Minimum Degree required for position.
14. Minimum Experience required for position.
15. Current number of people in employee’s position.
16. Degrees, experience, and certifications of each person in employee’s position before they joined employer.
17. License required for position.
18. Special skills required for position.
19. Name and title of the employee’s supervisor.
20. Number of people employee will supervise.
21. Address where employee will work (if different from main employer address).
22. Name and title of union representative (if applicable).
23. Union agreement and clear determination of employee’s salary (if applicable).
24. Job offer letter (if available).
25. Copies of print ads run for this position.
26. Copy of the College’s Affirmative Action report and Search Committee Report (if applicable).
    
27. Copies of any additional forms of recruitment run for this position (internet, job fairs, etc)
28. Current federal income tax return, annual report, financial statement, auditor’s report, corporate tax returns etc.  We must prove that the employer has the ability to pay the wage offered to the beneficiary/employee.

Special Handling Questions

A special handling recruitment letter should contain the answers to each of the following questions.  All documentation of the recruitment process should be sent to our office. Please note: the College’s Affirmative Action Report and/or Search Committee Report contains answers to several of the questions below.

1. What are the college’s/university’s procedures for advertising/recruiting?
2. What is the approximate date when the college/university started to plan on advertising/recruiting for the position?
3. Who were the members of the search committee?  Who was the chair of the search committee?
4. Why did the college/university plan to recruit/advertise? To replace someone? New position opened? College/university need?
5. What are the names AND dates of all of the papers, websites, journals, etc. where the advertising was done?
6. Did the college/university also recruit in any other way?  Job fairs, letters to other schools, phone calls, etc?
7. How many applications were received?
8. What were the steps taken to review the applicants?
9. How many applicants were recommended to be interview?
10. How many applicants were interviewed?
11. Describe the interview process/itinerary.  Class presentation? Meeting with students, faculty, administration, etc.?
12. Why was the person selected/hired over all other applicants?
13. When was the position officially offered to the selected applicant?