Check the fine print of offer letter and contract -- make sure even the smallest details are documented
Pros
Employees in India that communicated with employees in the U.S. were polite and tried to be helpful.
Cons
Application asked questions about applicant's religion, age, race, father's job, applicant's illnesses, etc. A critical line of the contract was a small line of text on the first pay stub an employee received stating that Thirdware would not withhold state or city taxes (not legal in any state). By this point applicants have already quit other jobs and have no options but to live with the situation and make quarterly payments to the state he/she works in. Income is reported to Ohio, not a place where the company's employees live or work. Which leaves employees with the question of, which state to file taxes in. Due to the improper manner of withholding taxes, employees are not allowed to collect workman's comp or unemployment per the state employment division representative. (Turns out this may not exactly be true. An employee can attempt to apply for unemployment in the state of Ohio.) 2013 W2 did not display employees' addresses. Not an accident per CPA tax accountant/attorney(s). All interactions with the company were with people in India unfamiliar with U.S. laws and regulations. No company meetings to discuss processes or procedures. Management and representatives of Thirdware quickly become hostile and intimidating should an employee not know the corporate processes for submitting hours or other billing related tasks. Would not reimburse employees for having to purchase everything from pens and sticky notes to projectors and chairs necessary to do their jobs effectively. Contracts and corporate communications were very lacking in critical details. Poor communication skills. Not an advocate for employees forced to work in excess of forty hours without any type of payment for the extra hours or ability to use the hours for holidays/vacation/sick days.
