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Ben:I really thank you very much for the comment thus far, it helps me prepare for the potential questions that HO will ask.CULLINAN wrote: ↑Tue Jan 12, 2021 11:32 pmBasically your answer has to satisfy the CW that your employees are genuine.
If your employees have a lot of spare time why would you pay them for spare time?
Ben: What I meant is we recruited them at a minimum wage rate for 30 hours per week in order to satisfy the rules. Of course after negotiation, they agreed at the minimum wage rate. We were also trying hard to source for additional biz as we have spare capacity. In fact we have a few referrals, but we couldn't reach consensus regarding the proposed fees, so the deals are off. So things are difficult and it does not mean we recruited unnecessary man power for nothing. We are on standby with spare capacity, but new biz just didn't come in in time.
The minimum an employee has to be employed is 30 hours/week.
You said you have a few clients.
You know best your work load. Does your work load justify keeping two employees for 30 hours/week?
Ben: First of all, I have to satisfy the Tier-1 rules, my strategy is to recruit first and try our best to source additional biz to generate additional income to pay for the wages. On the hand, it is not right to wait for the new biz, then recruit staff, and if you dont get enough biz, you may end up not satisfying Tier 1 rules .
Why could not the same job be done by 1 employee only? These are the questions CW will be looking an answer for. (Ben: Thank you for your comment. I will take note of this. Of course under the ideal scenario, you may be correct. But this is real life, I also need to prepare for new biz coming in....By the way, i may need to prove that I have a few biz appointments. We were being contacted and have negotiated about the fees but subsequently the deal is off because of disagreement in fees.)
The sorting of invoices and data keying in has to be realistic with the number of hours they are working. If your business work load justifies that, no issues then. (Ben: Honestly speaking, i still think staff have spare times. I will try to justify)
What did you provide for them in their job descriptions to HO?
Ben:
This is what I furnish to HO:
Creation of two jobs positions and jobs descriptions
The business has created 2 jobs positions of "Admin and Book keeping Assistant". The first job position was created on 16/10/2017 when it first employed AA, and the second job position was created on 1/11/2017 when BB was recruited. Both are employed on a full time basis and worked for at least 130 hours a month since then.
The roles of the two staff are similar. They are responsible for administrative matters such as sorting and filing of invoices before the data keying in process. In addition , staff are also involved in the preparation of schedules, such as salary schedule, fixed assets schedule, etc, for accounting and tax purposes, to check emails and download documents , to collect and deliver documents to and from clients, if necessary.
CW can not penalise you for something he has not clearly requested in the email. It does not mention advertising for jobs evidence. I would suggest just stay put.CULLINAN wrote: ↑Tue Jan 19, 2021 11:02 pmIt did not really clarify if they wanted evidence for job advertisements but could be. They do ask this question in the interview though. If you are really worried, you can simply send one more email and provide advertisement for jobs (if you have obviously) for your peace of mind.
Dear Cullinan,
Not really. You can not check the progress. You have to wait for official correspondence.