Application Date: Requesting Organization: Contact Person: Fill & Download for Free

1. Create a professional email address. When sending business correspondence, use a professional, clear email address. Avoid nicknames or unnecessary symbols and numbers. A variation of your name can work well. For example: [email protected] would be fine.If your current email address is connected with a social media profile that contains any unprofessional content, create and use a different address. Also, adjust your privacy settings on social media.2. Research the company. Before you ask for an internship, research the company at which you would like to work. Visit their website. Read any news articles about them. If the company has an accessible product, like social media, use the product for a week to test it. Use your insights to craft your letter. Prospective employers appreciate candidates who know something about the company and can demonstrate this knowledge coherently.3.Find a mutual contact. It is beneficial to have a connection at a company. Use social networks like LinkedIn and Facebook to conduct keyword searches for the company. If contacts come up, check their positions. Politely request a phone or in-person interview. Ask for tips regarding your internship application.With LinkedIn you can see which of your contacts’ contacts work at a firm. Do not hesitate to ask your contact to connect you with one of their contacts. Do be tactful, though, and do not ask the same person for assistance repeatedly.Many universities provide online alumni databases. You can search for people with certain jobs or workplaces through these sites. Alumni who provide their contact information often are open to receiving emails or phone calls from students.When discussing the company with your contact, mention that you are interested in an internship. Ask about the company’s organizational structure, work environment, goals, etc.4.Determine the recipient. Does the internship posting include the name of the contact person? If so, use that person's name and email address. If there is not a listed contact person, call the company to ask who is in charge of internship recruitment. If no one is in charge, address your email to a senior person in human resources at the company. If you speak to any person at the firm, you can mention this in the beginning of your email.When you cannot find the name of any employee, address your email to "Dear Sir or Madam."5. Be specific with your subject line. You want your email to be noticed in a high-volume inbox. For example, you could write, “Company X Internship Application: Joanna Smith.” If applicable, use the specific subject line requested by the employer.6. Paragraph OneAddress the recipient formally. In the first line, begin your email with "Dear Dr./Mr./Ms./Mrs. Smith" depending on the contact person's name, title, and gender. Do not write "Hey Mary" or "Hello." Use the same formality you would use when writing a professional letter.If you cannot determine the person's gender, address the person with his/her full name. For example, write "Dear Bobbi Reynolds."Introduce yourself. Tell the recipient your name and your status (e.g. Third year biology major at University X). State how you found out about the internship, whether online, in the newspaper, or through a contact. If you have a mutual contact, state this as soon as possible. For example, you could write: [The program director / My professor / etc.], [title and name], suggested that I contact you.Mention your availability. State your potential starting and end dates and whether these are flexible. If you would be available, for example, for a spring semester internship plus a full-time summer internship, share this as well. Specify the number of hours per week you can work.State the purpose of the internship. Do you need an internship for course credit? If applicable, indicate you are pursuing an internship primarily for experience and are flexible with job responsibilities and compensation. Write what skills you hope to gain from the internship.Share what you admire about the company. Bring up something that you know or think the organization values about itself. Avoid mentioning any negative news stories. Keep your letter positive. For example, you could state: [Name of company] has a reputation for excellence, and I value your commitment to [budgeting free care for abandoned animals].7. Paragraph twoDiscuss your qualifications and experience.Mention academic or extra-curricular successes.State when you will be in contact.8. Close the email. It is polite to thank the reader for taking the time to review your materials. End with a cordial closing, such as “sincerely.” If you have spoken to the person via phone or in person previously, you might use a greeting like “best regards.” Do not use “Thanks” or simply “Best” as closings in formal correspondence. Sign your full name, e.g. Joanna Smith rather than just Joanna.

Here is a basic list of the required documents for an H-1B petition. It is essential to organize and secure all of your required visa documents in one place.Knowing which documents to submit is important, but equally important is knowing the form in which each document should be submitted. Visa petitions may be denied for incomplete information without an issuance of a Request for Evidence.Documents required from the foreign applicantJob Offer Letter – The offer letter should provide a full description of your position, duties, benefits, and salary, along with your job title, department, and start date. Any verbal agreements between you and your employer should be documented in the offer letter.Current resume – Your resume should include your full name and contact details, but other personal information should be kept to a minimum. Indicate your employment history along with a list of duties and responsibilities. Proofread carefully for grammar and spelling. Specify your salary expectations. Do not disclose confidential information, provide false statements, or oversell yourself with verbose language.Copy of passport – A copy of your current, unexpired, passport with photo.Copies of degree certificates and transcripts – Provide copies of all official degree certificates and university transcripts. If documents are from non-English speaking universities, provide an official translation and affidavit of translation. Foreign degrees may also require an education evaluation to show that they are equivalent to a US bachelor’s degree.Employment reference letters from previous employers – These letters are known as Experience verification letters and show progressive experience in the area of the H-1B specialty. They may be required if the person has no college education, has a “bachelors” diploma but less than 4 years of secondary education, has related coursework but no degree in the field, or has a bachelor’s degree in another field.Professional license (if applicable)—If you have any professional licenses you’ll need to provide copies.Copies of any professional development course certificates (if applicable) – If you have taken any professional development courses and received certificates you’ll need to provide a copy.Copy of your education evaluation (if applicable) – If your degree is not from a US college or university, you’ll need to have an education evaluation completed and provide a copy.Translation and translation affidavit (if previous documents not in English)Information / Documents required from the US EmployerTitle of the positionDetailed job descriptionSalary offeredMinimum requirements for the position (i.e. degree or work experience required)Company representative’s name and job title – A contact person within to company for issues related to you’re the H-1B visa should be listed.Name and address of the companyInformational brochures/promotional literature about the company. New companies should provide as much financial information as they can such as: bank statements, most recent income, tax return, articles of incorporation and business plan.Documentation showing the company can pay the prevailing wage for the position – this can be in the form of bank statements, tax returns, and other official financial documents.Employer Federal Tax I.D. NumberDate company was established – Incorporation documentation showing when the company was established.The approximate number of employees – HR records showing how many persons are employed with the company.Approximate gross and net annual income – Corporate financial statements showing these figures.Contact information for the companyCarefully coordinate with your legal counsel to ensure all documents are provided in the correct form.

Once awarded to a youth, nothing in Scouts can be rescinded or revoked. If a Scout is awarded a merit badge that they never worked, it this theirs and stays on their record. A Scout, should, however, do the work to have earned the merit badge.I ran across a case where a mother bought her son one of each Eagle required merit badge and put them on his sash. As his Scoutmaster, I knew he had no earned those merit badges and I knew he had not been awarded those merit badges. I kept meticulous records. He failed uniform inspections until the unearned merit badges were removed. His mother appealed my requirement to remove them all the way to National. National had no advancement records for those merit badges and advised the mother that perhaps the SM's request was in the best interest of the Scout. She moved him to another Troop. A year later, his Eagle application was filed (I am a member of the Eagle BOR) and all of those MB's were on the list as awarded while in our Troop. Flag on the play. After moving to the other Troop, that Troop asked them to leave for similar actions by the mother. So the parents started a new Troop and entered the MB's in the advancement records with the dates retroactive to when he was in our Troop. It created quite a ruckus in the Council. In the end, both parents were banned from BSA. I spoke to the Scout and told him if he wanted to earn Eagle, he could contact our Troop and we would arrange to get him to and from meetings and activities. Our chartering organization banned both parents from the premises. He never called or contacted anyone in our Troop. The next I heard was from a SM in AZ who had questions about the different signatures on the Blue Cards not matching other Blue Cards despite the same person supposedly signing them. The MB cards were handwritten instead of printed in what appeared to be the mother's handwriting. After explaining the multiple attempts at fraud here, that SM asked that I write him a letter recommending that the Scout be removed from BSA. I called National and ended up sending that letter to them. They contacted the new SM in AZ and had him submit copies of what he had and a letter with what he thought was a fair outcome. No Eagle rank for him. At some point, and at 17.5, the Scout starts to bear some of the responsibility for the fraud created by the parents on his behalf. That requirement is Scout Spirit. You cannot advance without it. The Scout crossed from Webelos to our Troop. By age 12 he was the rank of Life. There was no need for the fraud. I made sure each Scout took Eagle required MB's for 50% of longterm camps. I kept an eye on the 90-day reporting MB's and tried to keep two or three Scouts working with the same counselor with the goal of completing most before turning 17. Our parents arranged to have a MB Study Hall three times each month with counselors available to go over requirements for almost any MB. Essentially, we put opportunities in front of the Scouts, all they had to do was take advantage of those opportunities. We had Scours from other Troops in town coming to our MB Study Halls. Our advancement committee was great at helping us track everything. As the SM, I maintained a redundant tracking system. Mine was not the official one, but I kept it synced after every COH.