Job Discussion Forums

[chi-chi]

Dearest Chi-Chi,
Thank you for your FAX expressing interest in lalalala school...However, we regret to inform you that in spite of your excellent credentials and teaching experience, in addition to your education, we do not have enough teaching hours to warrant sponsoring a VISA.
(I am an American so I have to get a VISA ok so back to letter).
If you are interested in working for us part-time, we might be able to work something out. Thank you for taking time out of your busy schedule to contact us. We would like to work with you, however, so please contact us if you are interested.
lalala school

Ok I just came from Korea and Taiwan, so I am kind of wanting something legal, legit, and sane. Can anyone help me with some leads or advice? PMing me is ok. I am in Osaka and simply wanting a legal job. I cannot relocate because I live with my boyfriend.
I know this is not talked about a lot on here, because there are not many Americans in Japan, and we are apparently the only nationality that actually has to be sponsored for a working visa. However I need some advice. And as far as the big chains, the only one who will sponsor while you are in Japan already is NOVA, who I am currently waiting to hear back from about some things.
Can somebody help me out?
Thank you
Chi-Chi

[shmooj]

[canuck]

There are lots of schools that will sponsor you if you they want you. Look in the Kansai Flea Market. There are lots of Americans in Osaka. There are lots of jobs in the Kansai Flea Market...good ones...that's a better question...

Once you have a visa, you have a little more flexibility. However, unless you're the type of candidate that stands out over all the other native English teachers, with jobs, looking for better jobs at the same time, all I can say is good luck.

[markle]

[denise]

[chi-chi]

I guess what I am trying to say is that everyone wants me to work for them, but nobody wants to sponsor my visa! I went to an interview today where they actually said to me that it was not up to them whether or not to approve my visa, it was up to immigration, which may give me a problem if I am a non-native speaker!
They wanted to hire me without even knowing for sure if I was a native speaker, and then assumed that I was not one...and then did not even want to see my diploma when I offered to show it to them! This has nothing to do with my language ability, because most of my interviewers cannot even speak English themselves! Which is odd-if I opened a bank, I would know banking, and if I opened a bakery, I would learn how to cook!
By the way I am American, and a native speaker! I just want a legal job...I do not even care at this point if it is good or bad, but legal!
Markle do you have a diploma? Last I heard you were in Thailand right? And it looks like you have the attitude, not me! I am just trying to ask for some advice!

[shmooj]

[markle]

[BenJ]

[chi-chi]

Hello,
Fyi, I do not look white, I have been offered tons and tons of work, but none of it legal. I actually had one employer work me during Christmas, told me he would sponsor my visa, and then cancel it. Since this time I have had about 20 illegal offers (no plans to sponsor a visa, and/or outright lying about doing so, wanting to work me on a tourist visa, telling me I can get it extended, etc, etc, ad nauseum.)
At any rate, I am going to have to go home soon due to not finding legal employment. I want to turn these schools in to immigration for offering me illegal work, or turn them into somewhere. Can I? Where? It may sound silly to you working holiday folks, but I just want to spare someone else what I am going through.
Chi-Chi

[chi-chi]

[shmooj]

[melirae]

In the US when you fill out various forms, etc., you have to indicate your nationality/ethnic background for (sometimes) legal reasons and oddly enough one of the options is white- sometimes caucasian or European descent is offered, but typically it's white. Especially in the Southern US.

[johnslat]

Dear melirae,
But is it legal to do so these days?

"Your employee selection process must be free from discrimination under all applicable federal, state, and local fair employment practice laws. You want to be sure to keep employment inquires lawful, asking only about areas that will provide information as to the applicant's ability to perform the job. A well-crafted employment application contains language that limits exposure, and omits questions that could lead to allegations of discrimination.

Avoid questions that could lead to actual or perceived discrimination

Discrimination based upon an applicant's race, color, religion, sex and national origin is illegal under Title VII of the Civil Rights Act of 1964 (Title VII), a federal law. There are no acceptable application questions regarding race or color. It is also unlawful to use a different standard when evaluating a female applicant versus a male applicant. Therefore, questions that reveal the applicant's sex, marital status, number or ages of children or dependents, or provisions for childcare, as well as questions regarding pregnancy, child bearing or birth control are also unacceptable under Title VII.

If your organization has concerns with absenteeism or an employee's ability to travel, it is acceptable to make statements of policy within the application. The following questions would be acceptable: "The position requires travel - would you be able to travel approximately 6 days per month?" or "This position requires dependable attendance and frequent overtime. Can you meet these requirements?"

Title VII also requires an employer to accommodate an employee's religious beliefs and practices. An employer may be exempt from compliance if it can demonstrate that it is unable to reasonably accommodate an employee's religious observance or practice without undue hardship. There is no acceptable application question regarding a person's religion. However, a general statement on the application about the regular work hours would be acceptable. If a prospective employee asks a question about Saturday or Sunday work, the organization should indicate that a reasonable effort is made to accommodate the religious needs of employees.

Finally, Title VII prohibits discrimination based on a person's national origin. Questions about a person's citizenship may have the effect of discrimination based upon their national origin. Further, citizens of other countries are legally able to work in this country under certain conditions and circumstances. Therefore, you should not ask whether an applicant is a U.S. citizen. It is better to ask whether the person is legally authorized to work in the U.S.

The federal Age Discrimination Act of 1967 (ADEA) prohibits age discrimination against people aged 40 through 70. Employment application questions which request a person's age, date of birth, or date of high school graduation could be considered illegal and should be avoided. However, asking whether a person is at least 18 years old, or if underage, has the necessary work permit would be acceptable.

The Americans with Disabilities Act of 1990 (ADA), another federal fair employment practices statute, prohibits discrimination against persons with disabilities. You should avoid asking an applicant questions about disabilities, medical treatment, medications, addictions, or the amount of sick leave taken in his or her last position. Questions regarding an applicant's height or weight could be perceived as discriminatory and should also be avoided. If a position has specific physical requirements, consult with an employment law attorney for the appropriate way to address this subject on the application. "

Regards,
John

[melirae]

Thanks for the rundown of EEOC regulations, but I don't hire people, so the legality of it isn't an issue for me.

Shmooj wanted to know what it meant to be legally white by America standards (since he's not an American), so I was attempting to explain it to him.

And since we all want to be in Japan (or are already there!) US labor laws don't really matter now do they?