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No candidate can enter into our program without a qualifying English language exam score. You can personally confirm their English language proficiency when you interview them. There are no surprises and candidates who are not from a native English speaking country must pass either IELTS or TOEFL.
Yes. All candidates will be licensed in the state in which they are working if licensure is required. Medical technologists will all be ASCPi or AMT certified and state-licensed if a requirement of the state in which they are employed.
Candidates are required to be capable of driving in the United States. For home health candidates, driving instruction is provided by PassportUSA. Also, PassportUSA will leverage its resources to provide an opportunity for candidates to purchase a car.
PassportUSA will personally accompany candidates to their assignment and in most cases assist with start-up initiatives like opening a bank account, finding the grocery store or setting up Social Security. PassportUSA also employs arrival coordinators whose goal is to ensure a stress-free arrival and start.
Depending on the review for licensure and qualifications for the position, the interviews can usually be set up within 1 week.
PassportUSA staffs an internal team of attorneys, travel/housing coordinators and credentialing experts that handle all immigration logistics. Some scenarios do require teamwork between PassportUSA and the client to find adequate housing.
Yes, PassportUSA ensures that professionals complete any annual competencies that are required by your facility. We would request that a list of these competencies be sent to Health Carousel before a professional begins work so we can make sure the requirements are met.
Candidates are offered up to 120 hours of paid-time-off (PTO) per calendar year, and approval must be given by both your facility and PassportUSA. PassportUSA does have International Employee Supervisors who instruct candidates on the PTO process and how to properly request it.
Yes, that is fine.
PassportUSA screens all candidates beforehand; furthermore, policies are covered once again in the interview. We work with many systems that require the same policy. But for good measure, clients should provide specific hiring policies prior to the interview
They can; however, to select a candidate who can float, PassportUSA must thoroughly screen the candidate for job requirements and ensure they are comfortable to float. If you expect a candidate to float, you must notify PassportUSA ahead of time.
Yes, they are based upon the agreed upon terms in your signed contract.
During the course of the assignment, there are no other costs, no fees, other than hours & mileage for home health. At the end of the assignment, there’s no conversion fee; however, if a visa transfer is required, fees may apply if necessary.
PassportUSA offers platinum-level comprehensive health insurance, including vision and dental insurance to all of our employees. We can provide you with a benefits sheet of what is offered to our candidates.
PassportUSA does offer a discounted rate while the candidate is in orientation.
The orientation discount will be stated in the individual Assignment Confirmation letter. The orientation period will also be stated in the assignment confirmation letter. It is generally 4-8 weeks, but can be extended if necessary for the particular candidate.
The employee can convert for no fee after the assignment period is completed. The assignment period will be indicated in the specific assignment confirmation letter. Generally it is orientation plus the greater of 36 months or 6,240 hours.
The replacement employee would not step into the contract at the point another employee leaves. The new assignment period would be based on the new employee and a new assignment confirmation letter for that employee, which would likely be the standard assignment period of orientation plus the greater of 36 months or 6,240 hours.