Our Services
For Employers
Work Authorizations
For Employers looking to secure temporary or permanent work authorization for foreign talent.
Temporary Sponsorship:
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TNs - for Canadian/Mexican citizens in certain occupations.
H1Bs - for professionals holding at least a related bachelor's degree in their "specialty occupation."
O-1s - for top achievers in their field of expertise.
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L-1A/B - for multinational companies (or companies seeking establish a U.S. office) to transfer to an executive or manager from an affiliated foreign office to an office in the U.S.
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E1/2 - for foreign businesses from treaty countries with substantial trade/ investments in the U.S.
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And more:
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E-3 for Australians in Specialty Occupations
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H-1B1 Visas for Chilian & Singaporians in Specialty Occupations
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H-3 Visas for Nonimmigrant Trainees or Special Education Exchange Visitors
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I Visas for Representatives of Foreign Media
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P Visas for Athletes, Entertainers and Artists
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R-1 Visas for Nonimmigrant Religious Workers
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Permanent Sponsorship:
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We can also guide you and your employees through the Green Card sponsorship process and its multi-steps, providing personalized guidance and high-touch service throughout.
There are a number of possible paths to permanent residence through employment for foreign nationals, including:
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PERM Labor Certification
EB-1C Multinational Manager
EB-1A Exceptional Ability
EB-2 National Interest Waivers
Immigration Compliance
The Immigration Reform and Control Act of 1986 (IRCA) requires all employers to:
*Confirm the identity and employment authorization of all employees hired after November 6, 1986 on Form I-9.
*Retain and make the Forms I-9 available for US Immigration and Customs Enforcement (ICE) inspectors when requested.
*Avoid discriminating against applicants and employees on the basis of national origin or citizenship.
*Not retaliate against an individual who has complained about national origin/citizenship discrimination or participated in a discrimination investigation.
In addition, Employers who sponsor H1B, H1B1, or E-3 employees make attestations about the wages and working conditions of its workers and are required to maintain a Public Access File (PAF) available for inspection by any member of the public and by DOL during a formal inspection. Employers in violation of the LCA regulations are faced with significant financial penalties and may even be barred from participating in immigration sponsorship for 1 year or more.
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Employers that sponsor foreign worker employees for permanent residency (a green card) often must start by filing a PERM labor certification application with U.S. Department of Labor. To do so, the Employer must first test the US labor market for a qualified US worker candidate and retain documentary proof of their compliance with the DOL regulations in an audit file. These documents must be presented to the DOL if requested. Failure to produce adequate documentation may result in:
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Criminal charges for fraud or willful misrepresentation.
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Debarment from the PERM program for up to 3 years.
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The possible revocation of previously approved PERM applications.
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Make sure your business is in compliance with immigration rules and regulations and well-prepared in the event of a government audit.
Immigration Policies
What? A corporate immigration policy refers to the rules and procedures relating to sponsoring a foreign worker, including the immigration visas under which they can be sponsored, the approved costs, and the employment rights and responsibilities of these workers.
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Why? A good immigration policy creates a consistent set of processes and internal governance that will limit an Employer’s liability and attract top foreign talent who will be comparing immigration sponsorship offers from other competing employers. Having a clear workflow for assessing, sponsoring, and onboarding foreign employees will allow you to retain talent by providing a positive candidate experience.
Questions To Consider:
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What visa types will your Company sponsor?
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Will the Company cover all costs of immigration filings, even when not required to do so by law?
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Will the Company cover Premium Processing fees to expedite processing for all, or for some, filings?
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When will the Company consider commencing Green Card sponsorship for a foreign employee?
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Will the Company cover visa processing costs for the dependent spouse and children of foreign employees?
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Is the Company able to allow for remote oversees work should there be a break in continuity of US work authorization for foreign employees?
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Do you want to attempt to impose 'payback agreements,' where permitted by law, when a foreign employee quits within a certain period of time?
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