Announcement Letter to all Employees to Shift in New Office?
Staff: We are moving. [Here you insert the reason(s), because folk always want to know "why?" Be brief and as positive as possible, as people also HATE to move.] Our present office will be vacated Sunday and our work stations moved to our new office Monday. Please begin packing all work-related materials in the boxes provided and mark them (you should have a specific plan, which helps the movers and staff recover their materials) as directed. Please take all personal items home; the movers cannot be responsible for personal items which might be lost or damaged in the move. Also, please join me in trying to leave our present space as clean as possible. Extra bins have been provided for trash and recycling. Thanks for your cooperation. I know it's stressful to move, but I think you will enjoy your new location. If you have questions about the move, please contact [insert delegate here.]
Iowa wage law and Iowa employment law view: You have at least two choices. First, you could contact an attorney who specializes in wage and hour law, then have that lawyer address the wage issue with your employer. Second, you could contact the applicable state law wage agency (usually a Department of Labor or something similar) and make an administrative complaint for unpaid wages.Both routes could probably get you to the same result. With a private attorney, you’ll receive more immediate and personalized service and a faster resolution, but you’ll likely have to negotiate a fee arrangement of some sort with the lawyer. By going through a state agency, you probably won’t have to worry about fees but you won’t receive the same speed or attention that you receive from a private attorney. Also, this isn’t always true, but sometimes the state agency, which is supposed to be a neutral party that represents neither you nor the employer, will not fight as hard for you as a private lawyer would. It’s probably best to first seek a lawyer that’ll take your case on a contingent fee (no recovery, no fee), and only try the state agency route if you can find a way to hire your own lawyer.
First try sending an email if in case you dont receive any response within 3 days contact them directly to discuss.Email you can use—Dear Sir / Madam,SUB: Joining Date Extension.Thank you for your wonderful offer of employment by your esteemed organization as ABC(Designation).I am delighted to receive your kind offer and I gladly accept the offered position.However, due to the contract at the current place of employment, I am unable to commence employment at (PRESENT ORGANISATION NAME) until the end of the month. I have tried to negotiate with my current employer to release me sooner but the management is unwilling to release me due to some project obligations.Hence, may I humbly request an extension to the commencement date for me at your organization, of which I am very keen to be a part of? I do want to exit the current organization on good terms as well as fulfill my obligations to them, being a responsible employee.I thank you for your kind understanding on my request.Yours truly,XYZ.You can even follow this chain of answers on Quora.—ZohZaar!
It depends on what kind of acquisition it is and how it was structured.Employees who are non-native to the geography or who require sponsorship/visa are contacted separately from the rest of employee population due to the implications of the visa requirements.If employees are deemed as essential and are to be retained in US, they will be transferred to the new entity which is to be retained in US, and their adjustments are likely to include change of the company name.If employees are deemed as either not essential or a part of the entity which no longer has a presence in US, then they are likely to be instructed to return to their country of origin.Each case is different, and if the employee in question has not been informed of the outcome, it’s best if this employee speaks to either HR or immigration unit within the company to clarify the status and consequences.
Employer or employee?
The limited company is the employer, which means that directors are treated like employees of the company. If you receive a salary from the company, you deduct tax and NIC similar to you would an employee. At the end of the tax year, you (and the other director, or an accountant if you want) will need to complete a P35 'Employer's Annual Return'. (If you send it on-line (instead of on paper), next year, the government will give your company a tax free payment of £50 because they are trying to encourage people to use the internet.) You need to let Revenue and Customs know that you need a 'PAYE scheme' record setting up (if you haven't already). Call the 'New Employer's Helpline' on 0845 60 70 143. See http://www.hmrc.gov.uk/employers/new-emp... You could chose to pay yourself dividends from the company, instead or as well as a salary, but it would be best to discuss this with your accountant if you have one. As directors, you will also need to complete a Self Assessment tax return each.
Asking bluntly whether the company is going to expand or change its location might tip off the interviewer that you might be uncomfortable for relocation hence before going for the interview google about the company extensively, find out when did the company start in the current location (and then be sure it is going to remain there for atleast an year due to contract norms) and then during the interview when the Interviewer says if theres anything you'd like to know, you can ask the following questions - Since its a start-up I would like to know where does the company see itself in X years what role do I play in it ?(whatever the answer may be)Is the company looking for other roles as well ?(Try and get the number, this gives you an idea how fast is the company growing ?)If the number is low you would now think that they are going to stay at this location for a while but if the number is high you can ask the next questionIs the company targeting other cities or location to accommodate such a number of employees ?
Great place to start when you’re starting a company. Venture Capitalist Fred Wilson describes hiring as one of three things a CEO should do[1].Know the JobStart with this: what exactly do you need this person to do? If you’ve never done the job before, try doing it for a little while so you know it from the inside.If that’s not possible, talk to as many people as you can about the job. People who are good at their jobs and like doing them usually like answering questions about them too, so that part should be easy.RecruitFigure out what the very best things will be about working for you. What will the person you need to hire like most about your company? Put that in your job posting.Post your job online to the job boards most suited to the position you’re hiring. You can learn more about job boards here.ScreenSet up a process to help you quickly get to the best employees. I like to start with an email that I can send immediately after an application that asks questions related to core responsibilities of the job. The questions should be the same for everyone who applies for the job (this gives you a good baseline comparison) and should take some thought to answer.After the email, I like to move to a brief phone interview. I’ve got a couple specific questions I ask. You can read about all of them here, but the first one is: “What is your current and expected salary?”Why ask this?It tells me 2 things really quickly:Where they are in their career. Are they being paid an entry level salary for this position, or are they near the top?Will they work out? If an employee makes or requests more than you can offer, it’s probably not going to work.If they get past the quick screening interview, schedule a longer interview (face-to-face if possible) to get a better feel for the person.Do a Try Out or TestFor some jobs, you can do a test for the employee. For instance, when I hire copywriters, I give them a paid writing assignment to do.For other jobs, you may want to bring them on as a contract employee for a week, with a specific goal for them to accomplish during that time.This last step is key. Nothing tells you more than seeing first hand how the person actually does the work and what they’re like to work with.I’ve written a much more in-depth article about recruiting, which you can find here.Footnotes[1] What A CEO Does - AVC
I’m not sure you meant to say employee specifically as opposed to contractor. Just in case I’ll try to answer this question to cover both eventualities.I own Scalable Path, a business that provides premium technical talent on-demand and have over 4000 developers in our network that are spread across the US, Latin America, Europe, Asia and hired on contract and not as employees.Here is my advice on what boxes you should tick:Located in similar time zones: You want to make sure there is maximal overlap in time spent between you and your programmer. Usually a 4–5 hour overlap is recommended. One of the major issues when it comes to remote collaboration is communicating with your developers.Strong internal project guidelines & tools implemented: Set strong project guidelines and tools so that teams can follow agile and function autonomously. Processes should be set to enable freer communication.Employee should have strong communication skills: Good communication skills directly correlate with good development skills. A great developer is able to understand problems clearly, break them down into hypotheses and propose solutions in a coherent manner. Great offshore developers usually speak 2-3 languages coherently and are very comfortable with documentation in english. Make sure a developer’s communication skills are rock solid. A good way to assess communication skills is to simulate a scrum meeting or give them a problem/scenario and see how they communicate.Are they reliable & good at task management: Do they have a strong work ethic, do they show up to meetings on time, are they good at estimating the amount of time it would take to complete a task. Try testing these attributes before offering them a full time position.Start Small: I would recommend you start off by outsourcing a small project that is simple to implement and can be done with a few resources. Once you’ve faith in the other person’s programming skills, expand on tasks and responsibilities.