We coordinate between Patricia Dewar, and the designated hospital coordinator to ensure that everyone is kept fully informed as to progress of each case.

Protocol For The Recruitment, Placement and Immigration of Nurses:

This protocol can be negotiated and modified according to the precise needs and requirements of the hospital.

Step One: Submission of Nurses for Consideration

Patricia Dewar will send this law firm a batch of résumés for initial pre-view. Once this law firm have satisfied itself as to the suitability of a candidate the law firm will then give the green light for the submission of these résumés to the hospitals. This is be the first performance of due diligence on the part of this law firm.

Step Two: Interviewing the Candidates

The hospital will then need to interview the candidates. Initially, the first interview will typically take place on the phone. The successful candidates will then be invited to attend an in person interview at a location of the choosing of the hospital.

Step Three: Negotiation of Job Order and Hiring of This Law Firm

At the earliest opportunity the hospital and Patricia Dewar will agree a formal job order specifying in essence, the number of nurses required, the positions available and the required qualifications.

In addition, to the production of a job order, the hospital will also negotiate the retention of this law firm for the duration of the job order contract. The retainer agreement will include terms as to a complete break down of the filing fees typically incurred in each case and, and the part-payment of fees at the start, at the point of filing and finally on the US Immigration approval of the Petition for Alien Worker.

Step Four: Due Diligence Check

This law firm would strongly recommend that as soon as the final offer of employment is mailed out to the hired nurse, that this law firm be retained to perform a thorough due diligence check on the candidate nurse. The offer of employment should be made conditional to the candidate passing this background check. Typically, the check would include counsel-requesting site of all the candidates’ credentials and have them independently examined, have police background check completed, including other background checks such as authenticating the employment history. Such due diligence can be initiated at the behest of the Hospital.

Registered Nurses Guide