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Avani Employment Compliance Services February 12, 2010

Posted by lovelymigrant in Uncategorized.
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Avani Compliance Services Include

  • Due diligence for immigration aspects of corporate change
  • Auditing and government (ICE) investigations
  • I-9 compliance
  • Corporate immigration policy development and implementation
  • Social Security no-match counseling
  • Training

The Avani immigration team understands that immigration is a complex and dynamic legal field which can impact all aspects of a client’s business, from expansion plans to employment policies. So we offer a complete menu of compliance services to meet the full range of business-related immigration needs.

Due diligence for immigration aspects of corporate change:

Immigration compliance is an essential component of due diligence in today’s global economy. Failure to consider the immigration issues involved in a major transaction can expose you to liability for immigration non-compliance or lead to the loss of key human resources. We have substantial experience in handling the immigration-related aspects of corporate change. Our immigration due diligence process includes a comprehensive document review, an audit of corporate policies, a liability assessment, and training recommendations. While we may find potential problems, we can also find solutions that will allow your deal to move forward.

Auditing and government (ICE) investigations:

We provide assistance with internal audits of immigration compliance practices and procedures as well as with government ICE audits. Key areas that we focus on are detailed I-9 audits for clients, and audits of labor condition application Public Access files.

I-9 Compliance:

The Department of Homeland Security (DHS) vigorously enforces an employer’s obligation to check the employment eligibility of all new employees. We counsel our clients on the best possible strategic steps to comply with employee verification, technical recordkeeping and documentation requirements. Our services include review of corporate policies and procedures as well as a custom training program on best practice for managing I-9 forms, Boosting Your I-9 IQ – Improving Employer Compliance.

We now provide our clients with an I-9 compliance solution, I-9 eSource. This paper-free, web-based system supports accurate form completion and connects seamlessly to optional electronic verification systems such as E-Verify. Its computerized I-9 form streamlines the employee input process and prevents employee or storage errors that lead to significant exposure to civil and criminal liability. Additionally, I-9 eSource provides one central location for I-9 storage and retention along with state-of-the-art database reporting capabilities and the value added services you would expect from Morgan Lewis. See our brochure on I-9 eSource or our I-9 eSource description and how it can help your organization, or contact us and request a web-based demonstration for your organization.

Corporate immigration policy development and implementation:

We assist corporations in developing consistent and effective internal policies with respect to immigration. This includes written guidance for I-9 completion, written guidelines for Public Access file maintenance, corporate policies regarding sponsorship for temporary visas and permanent residence, and agreements regarding repayment of legal fees for immigration sponsorship. We also team with clients to develop internal websites containing immigration information.

Social Security “no match” counseling:

The Social Security Administration (SSA) identifies several million instances of inconsistency between a reported number and information in the SSA database each year. Under newly promulgated rules, such SSA mis-matches may, in certain circumstances, obligate employers to take further actions including reverification of employment authorization or termination of employment. Our attorneys provide excellent support and counseling regarding employer responses to mis-match letters, as well as implementation of corporate policies and procedures to deal with these problems.

The Avani Advantage

Avani offers a web-based, paperless I-9 form linked to the Basic Pilot, and includes extra services as well, such as reminders of the upcoming expiration of an alien worker’s employment authorization.  Such services do what TurboTax does for tax filing – eliminate paper, reduce errors, and file (or in this case verify) electronically.”
The business principles upon which Avani operates are as follows:

  • We place our clients’ needs first.
  • We strive to under-promise and over-deliver.
  • We pride ourselves in developing innovative and cost-effective solutions, which help protect our clients’ bottom line and reduce legal risks.

Data Security and Confidentiality

Data collected by Form I-9 Compliance is protected by multiple hardware and software layers that allow secure web interactions and business-to-business communication without compromise. High level security design that includes 128-bit Global SSL, multiple fire walls, access protocols, physical security, and several levels of anti-spam and anti-virus protection help ensure data security. In addition, Form I-9 Compliance does not compile information into any database for resale.

  • Improve Efficiency of Form I-9 Process
  • Decrease Form I-9 Processing Errors
  • Reduce Legal and Financial Exposure From Non-Compliance
  • Eliminate Paper
  • Form I-9 Storage

Our secure and accurate Form I-9 services will:

  • Help you ensure that your workforce is legally authorized to work in the United States.
  • Simplify and improve the efficiency of your Form I-9 employment verification process.
  • Substantially decrease human errors in completing Form I-9s.
  • Improve the accuracy of your payroll and tax reporting and virtually eliminate SSA inquiries concerning unmatched Social Security accounts.
  • Cost-effectively reduce your exposure to government audits, financial penalties and negative publicity resulting from non-compliance.

What is Avani Compliance?

The Immigration Reform and Control Act (IRCA) legally mandates that U.S. employers verify the employment eligibility status of newly-hired employees and makes it unlawful for employers to knowingly hire or continue to employ unauthorized workers. With the passage of the IRCA, founders of Form I-9 Compliance worked closely with the Immigration and Naturalization Service (INS) to develop the original Form I-9 and they have been providing I-9 consulting services since. Our knowledge and expertise of Form I-9 employment verifications is unrivaled.
Form I-9 Compliance is the first federally-approved Designated Agent of the Department of Homeland Security and the Social Security Administration for Form I-9 employment verifications. Our proprietary software and service based solutions with full integration of the federal government’s Employment Verification Program (E-Verify) allow employers to quickly and accurately verify new employees’ legal right to work. We are able to check Department of Homeland Security (DHS) and Social Security Administration (SSA) databases and provide a unique DHS-issued verification number. In addition to new employee verifications, Form I-9 Compliance can also help you identify current employees with mis-matched Social Security numbers through the SSA’s Social Security Number Verification Service (SSNVS).

Avani Form I-9 Employment Eligibility Verification Services

Form I-9 Compliance provides employers with new and expedient methods of complying with the legal requirements of IRCA. As a federally-approved Designated Agent of the Department of Homeland Security (DHS) and the Social Security Administration (SSA), our firm increases the efficiency and validity of Form I-9 employment verifications and processes.
Through our proprietary software integration with the federal government’s Employment Verification Program (E-Verify), we conduct automated Form I-9 legal “right to work” verifications for employers. Using the specific information contained on the Form I-9, we electronically verify the accuracy of Social Security Numbers, Immigration “A” numbers, and I-94 arrival/departure numbers and provide a DHS-issued unique verification number, which should be attached to the employee’s original Form I-9. Our verification services are secure, quick, easy-to-use, and most importantly, they are accurate.

Form I-9 Compliance Services Enable Employers to:

  • Confirm the legal “right to work” status of newly hired employees and receive a unique verification number from the Department of Homeland Security.
  • Use an error-detecting electronic Form I-9, virtually eliminating processing errors and simplifying the document completion process.
  • Electronically sign using E-Sign Act compliant click-to-sign solution.
  • Electronically store and retrieve active and inactive I-9 Forms, providing anytime, anywhere secure paperless access for updating, re-verification and governmental inspection as dictated by law.
  • Receive automated alerts 90, 60 and 30-days in advance of the expiration of employees’ work authorization documents, enabling employees to apply for renewal of their work authorizations, greatly increasing the probability that they can legally continue to work without interruption.
  • Easily identify current employees with mis-matched Social Security number(s), through the SSA’s Social Security Number Verification Service (SSNVS).Â

Our Services Provide Measurable Benefits. Form I-9 Employment Verification Services will:

  • Simplify and improve the efficiency of your Form I-9 employment verification process.
  • Provide Executive Management with the peace of mind that your employees’ Social Security and Immigration documents are valid.
  • Substantially decrease human errors in completing I-9 Forms.
  • Cost-effectively reduce your exposure to government audits, financial penalties and negative publicity resulting from non-compliance.
  • Improve the accuracy of your payroll and tax reporting and virtually eliminate SSA inquiries concerning unmatched Social Security accounts.
  • Create a paperless, electronic Form I-9 storage and retrieval system.
  • Provide a more stable workforce by reducing disruptive and costly turnover of legally unauthorized employees.
  • Demonstrate “Good Faith” compliance with the employment verification provisions of IRCA through participation in the government’s Employment Verification Program.
  • Protect U.S. jobs for individuals who have a legal right to work in the United States.
  • Help reduce the country’s spiraling identify theft crisis.

Form I-9 Compliance Auditing and Consulting Services

Form I-9 Compliance specializes in providing comprehensive and expert Form I-9 audits. Our service is especially suited for contractors and other organizations that are required to conduct Form I-9 verification audits by their clients, the Department of Homeland Security (DHS) or any other governmental agency or authority. A Form I-9 Audit will help protect organizations from government fines and help ensure that all I-9 Forms comply with Immigration Laws.
Our Form I-9 Audit team provides everything from comprehensive Compliance Plans to customized badge solutions that ensure only legally eligible employees are allowed access into the workplace. Form I-9 Compliance’s expert staff helps certify that all your employees have the legal right to work in the United States. As part of our process, we will work with you to make any corrections required on your employees’ I-9 Forms.
Our senior staff includes trained and experienced individuals, including former Immigration and Naturalization Service (INS) officials and executive-level Human Resources professionals.

Our Form I-9 Auditing and Compliance Services will assist employers with:

  • Achieving overall compliance with Immigration Laws.
  • Providing a confidential “Risk Assessment Report” on their overall Form I-9 program and making proactive recommendations for reorganization and simplification.
  • The implementation of a verification program that will ensure all employers are in compliance with Immigration Laws.
  • The certification and verification of the employment eligibility and identity of all employees pursuant to Form I-9 requirements.
  • Internal training on all Form I-9 requirements and procedures including but not limited to:
    • How to complete the Form I-9;
    • The re-verification of the Form I-9;
    • Achievement and maintenance of compliance with Immigration Laws.
  • The creation of a comprehensive and customized Compliance Plan containing a detailed description of the overall requirements for complying with Immigration Laws.
  • Providing independent third party consulting services to conduct Form I-9 audits to ensure overall compliance.
  • Establishing procedures to correct violations discovered during a Form I-9 audit.
  • Performing any random audits as required, for the purposes of maintaining ongoing immigration compliance.
  • Purging inactive I-9 Forms as allowed by law.
  • In their response to any governmental inspections or audits of I-9 Forms.
  • Updating the employer of any changes in Immigration Laws that would require modifications to existing internal Form I-9 procedures.
  • The creation and implementation of access control procedures for specific workplace access involving the creation of a customized program:
    • As a form of demarcation
    • As a form of employee access to the workplace

The Law

The Immigration Reform and Control Act of 1986 (IRCA) legally mandates that U.S. employers verify the employment eligibility status of newly-hired employees. IRCA made it unlawful for employers to knowingly hire or continue to employ unauthorized workers. In response to the law, the Immigration and Naturalization Service (INS), now an integrated component of the Department of Homeland Security (DHS), created Form I-9 and mandated its accurate and timely completion by all U.S. employers and their employees.

Form I-9 is a three-part document. The law requires that the employee complete Section 1 at the time of hire or when the employee begins work. Section 1 may also be completed at the application stage so long as the practice does not discriminate. The employer must complete Section 2 within three business days of hire and certify that the employee’s documents of identity and work authorization appear to be genuine and belong to the employee. Section 3 is completed by the employer when it is necessary to update or reverify an employee’s work authorization document(s).

While most employers attempt to fully comply with IRCA, many routinely and unknowingly accept I-9 Forms with fraudulent supporting documents. The passage of the Sarbanes-Oxley Act and increased public exposure of troubled companies has heightened employers’ awareness of legal compliance issues to new levels. It is prompting many to decide that it’s in their best interest to retain an independent, non-governmental entity to conduct I-9 audits as a preventative best practice.

The Risks of Non-Compliance

Employers who fail to fully comply with IRCA face significant legal, financial and public relations risks. Non-compliance, whether intentional or simply caused by oversight, has severe consequences imposed by the DHS, as well as the potential of a corporate image tarnished by negative publicity. Unfortunately, most employers are unaware that they have a problem with Form I-9 employment verification requirements until they are audited by governmental authorities. By that time, it is generally too late to undo the damage.

The following is a partial list of federally mandated fines:

  • For employers who fail to properly complete, retain, or make I-9 Forms available for inspection, fines range from $100 to $1,100 per individual I-9.
  • For employers who knowingly hire or knowingly continue to employ unauthorized workers, civil penalties range from $250 to $11,000 per violation.
  • For employers engaging in a pattern or practice of knowingly hiring or continuing to employ unauthorized workers, fines can be as much as $3,000 per employee and/or 6 months of imprisonment.

Overview Of Avani's Dual Citizenship Evaluation Service February 12, 2010

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What is Dual Citizenship

Dual citizenship means that an individual is a citizen of two countries at the same time. It is also possible to be a citizen of three or more countries. However, every country has its own laws regarding dual citizenship. Some countries allow it and others do not, while some countries have no particular laws regarding dual citizenship. Dual citizenship is not something that can be applied for. It is a process that happens when a person becomes a citizen of another country, in addition to his or her country of birth. Dual citizenship occurs automatically for some individuals.  For example: a child is born in the United States to foreign parents. In this example this child has U.S. Dual Citizenship since the child is automatically a citizen of the United States and a citizen of its parent’s home country. The same applies to children of U.S. citizens born abroad where the child is both a U.S. citizen and a citizen of the country of birth.

US Dual Citizenship

The U.S. government allows dual citizenship. United States law recognizes U.S. Dual Citizenship, but the U.S. government does not encourage it is as a matter of policy due to the problems that may arise from it. It is important to understand that a foreign citizen does NOT lose his or her citizenship when becoming a U.S. citizen. An individual that becomes a U.S. citizen through naturalization may keep his or her original citizenship. However, as some countries do not recognize dual citizenship, it is important to consider it carefully before applying for U.S. citizenship.

Dual citizenship is a complex issue and it is important to understand that there are not only benefits but also obligations that come with being a dual citizen. Being a citizen of two countries means that you need to obey the laws of both countries, which may include paying taxes and serving in the military. An Avani attorney can explain these issues in detail.

US Citizenship Applications

It is highly recommended that any individual considering applying for US citizenship also consult an Avani attorney for a detailed evaluation of the specific consequence that may be encountered. The Avani dual citizenship evaluation includes:

  • A dual citizenship overview with an Avani attorney
  • Explanation of the advantages and disadvantages of dual US citizenship/nationality
  • How to find out your citizenship status
  • Double taxation issues
  • Military service for dual citizens
  • Marriage to a dual citizen
  • Children of dual citizens
  • Traveling with two passports
  • Employment opportunities for dual citizens
  • Entitlement to social programs
  • Property ownership in multiple countries
  • Recognition of foreign marriage
  • Inheritance issues for dual citizens
  • How to give up your citizenship

U.S. Passport Application Guidelines February 12, 2010

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Applying for a U.S. passport can be time consuming and frustrating.  Avani can apply for your passport for you, or you can use the information information below.  This page contains everything you need to get your U.S. passport.

FIRST TIME PASSPORT APPLICANTS

Where Can I apply for my first American Passport?
If you are in the United States.
If you are in a Foreign Country.
What does the Application for a First Time Applicant Consist of?
What Evidence Must Be Submitted as Proof of American Citizenship?
What must be submitted as Proof of Identity?
If I want to apply for a passport for my child what do I do?
How Long will it take to receive my passport?

PASSPORT RENEWAL APPLICANTS

When Should I Renew my Existing Passport?
What are the steps to Renew my Existing Passport?
In the U.S., Regular Mail-In Process In the U.S., Expedited Mail-In Process
In the U.S., using Private Expedited Courier Service
In the U.S., Local In-Person Processing
If you are outside the U.S., in-person filing at U.S. Embassy
Reside outside of the U.S., but want to apply in-person during trip to the U.S. Reside outside of the U.S., but want to apply through a Private Expedited Courier Service during trip to U.S.

MISCELLANEOUS QUESTIONS

What should I do if my Passport was lost/stolen?
What if My Name Has Been Changed?

FIRST TIME PASSPORT APPLICANTS

Where Can I apply for my first American Passport?

The issuance of American passports is the responsibility of the Secretary of State and officers acting under direction of the Secretary of State, under rules prescribed by the President.  The home site of the Department of Stateâ�s passport guidelines can be found at the following link:  http://travel.state.gov/passport/passport_1738.html.

If you are in the United States:

In the United States, American passports are issued by the Passport Office, Department of State, Washington, D.C. 20524, or by Passport Agencies of the Department of State in Boston, Chicago, Honolulu, Houston, Los Angeles, Miami, New Orleans, New York, Philadelphia, San Francisco, Seattle, Stamford and Washington, D.C.. Additionally, many Federal and state courts, probate courts, and some post offices accept passport applications. You will need to apply in person if you are applying for a U.S. passport for the first time.  To find the location of one of over 9,000 passport application facilities please visit the Department of State site: http://iafdb.travel.state.gov/.

There are 13 regional centers in the U.S. that provide expedited passport processing services for individuals who need to travel within 2 weeks, or who need foreign visas to travel.  Applicants must appear in person for expedited process.  One of the 13 regional centers is in Seattle.  Information about that regional center is provided in the following link: http://travel.state.gov/passport/about/agencies/agencies_913.html.

If you are in a Foreign Country:

In foreign countries, American passports are issued by diplomatic or consular officers of the United States. All Foreign Service Posts of the United States, with a few specified exceptions, are authorized to issue American passports. In insular possessions of the United States American passports are issued by the chief executive of the possession, an authority presently exercised by such executives in Puerto Rico, Guam, the Virgin Islands, and American Samoa. The statute specifies that no other person can grant or issue such a passport.  If you will be applying in a foreign country, please determine the appropriate local U.S. Embassy where you should apply: http://usembassy.state.gov/.

What does the Application for a First Time Applicant Consist of?

(Please review the Form DS-11 instructions carefully to ensure that your application is complete).

What Evidence Must Be Submitted as Proof of American Citizenship?

The passport applicant has the burden of proving that he is an American citizen, and his passport application must be accompanied by documentary evidence to substantiate his claim to such citizenship.

For the first-time passport applicant born in the U.S., the most common documentary evidence of citizenship is a certified birth certificate. The certified birth certificate must have been issued by the state, city or county of birth (a certified copy will have a registrars raised, embossed, impressed, or multicolored seal and the date the certificate was filed with the registrars office). The birth certificate must include your given name and surname, date and place of birth, and date the birth record was filed.

If you were born in the U.S. but do not have a certified birth certificate you must 1) bring a notice from the registrar of the state where you were born that no birth record exists; also 2) bring as many as possible of the following a baptismal certificate, hospital birth record, early census, school record, or family Bible record (to be considered these documents must show your full name and date and place of birth); also 3) bring a notarized affidavit completed by an older blood relative who has personal knowledge of your birth.

If you were born abroad, bring a: Certificate of Naturalization, Certificate of Citizenship, Report of Birth Abroad of a U.S. Citizen or a Certification of Birth (Form FS-545 or DS-1350).

What must be submitted as Proof of Identity?

First time applicants will normally submit a Certificate of Naturalization or Citizenship, a valid driver’s license (not temporary or learner’s license), government (Federal, State, municipal) or military ID or Corporate ID are acceptable proof of identity.

Temporary or altered documents are not acceptable. If you cannot prove your identity as stated above, you must appear with an identifying witness who is a U.S. citizen or permanent resident alien who has known you for at least 2 years. Your witness must prove his or her identity and complete and sign an Affidavit of Identifying Witness (Form DSP-71) before the acceptance agent. You must also submit some identification of your own.Â

If I want to apply for a passport for my child what do I do?

Usually for children under 16 only a parent or legal guardian need appear to execute a passport application. You should confirm this with your local passport agency, and also confirm if it is acceptable if only one parent or legal guardian appear when applying. Children over 16 should accompany the parent to make the passport application.   For additional specifics for applying for a child please review the U.S. Department of State page:  http://travel.state.gov/passport/get/minors/minors_834.html

Please note that all persons, including newborn infants, are required to obtain a passport in their own name.

How Long will it take to receive my passport?

General processing time for passport applications changes constantly, and in some instances processing is taking only several weeks where at other times it takes many months.

Regular Processing in the U.S.

If applying for a first time passport in the United States, it will likely take at a minimum several weeks, and up to many months, to process your application.  If timing is a concern you should inquire with your local passport facilities about the current processing times:  http://iafdb.travel.state.gov/.

Expedited Processing in the U.S.

If you require expedited processing you will need to apply directly at one of the 13 regional processing centers.  For further details and information on requirements of eligibility for expedited processing please visit the following site:  http://travel.state.gov/passport/about/agencies/agencies_913.html.

Processing in a Foreign Country

Generally processing of a new passport application will be about 2-3 weeks, although longer periods are possible due to increased volumes.  To obtain the most current details on processing times through Department of State you should contact your local U.S. Embassy for guidance. http://usembassy.state.gov/.

PASSPORT RENEWAL APPLICANTS

When Should I Renew my Existing Passport?

It is recommended that you obtain a passport extension if your existing passport will expire within the next six months.  In many countries it is required that a visitor possess a passport valid for at least six months beyond the period of stay requested.  As such, whenever possible it is recommended to have a passport valid for at a minimum six months beyond any period of stay required at an international destination.

What are the steps to Renew my Existing Passport?

The appropriate process for renewing your passport, including which forms to submit, can depend upon where you reside, eligibility factors for mail-in versus in-person applications, and how you wish to proceed.  Please see below for the various options and eligibility factors.

In the U.S., Regular Mail-In Process

You can renew by mail if: Your most recent passport is available to submit and it is not damaged; you received the passport within the past 15 years; you were over age 16 when it was issued; and you still have the same name, or can legally document your name change.  If your passport has been altered or damaged, you cannot apply by mail. You must apply in person.

Main Department of State passport renewal page: http://travel.state.gov/passport/get/renew/renew_833.html.

To renew your passport via mail you will need to take the following steps:

  • Obtain DS-82. Fill it out, sign and date it
  • Attach to the Form the following:
  • 2 passport type photos. (http://travel.state.gov/passport/guide/guide_2081.html)
  • Your most recent passport. You must surrender your most recent passport. If your passport was mutilated, altered or damaged you cannot apply by mail. You must apply in person using Form DS-11 and must present acceptable evidence of U.S. citizenship and identification.
  • The passport fee. The fee can be paid in the form of a personal check or money order payable to Passport Services. Passport services cannot be responsible for cash sent through mail.
  • If your name changed, enclose a certified copy of the Court Order, Adoption Decree, Marriage Certificate or Divorce Certificate specifying another name for you to use. (Photocopies will be accepted). If your name has changed by any other means, you must apply in person.

Mail the completed DS-82 application and attachments (if possible, in a padded envelope) to:

National Passport Center
P.O. Box 371971
Pittsburgh, PA 15240-7971

Your previous passport will be returned to you with your new passport.

It is advisable to use an overnight delivery service, with a return overnight delivery envelope, pre-addressed to yourself.  If the service of your choice will not deliver to a post office box send it to:

Mellon Bank
Attn: Passport Supervisor
3719713 Mellon Bank Center Room 153-2723
Pittsburgh, PA 15259-000.

FAQ: How long will it take to receive my passport?
Answer: Processing times for mail-in passport renewal vary based upon volume. It can range anywhere from 4 weeks to a few months. For most current details on the mail-in process time please visit the Department of State passport processing site: http://travel.state.gov/passport/get/processing/processing_1740.html.

FAQ: Can I check the status of my mailed in passport renewal?
Answer: Yes. http://travel.state.gov/passport/get/status/status_2567.html

In the U.S., Expedited Mail-In Process:

Expedited mail processing will take about 3 weeks, and requires an additional fee.  Go here for further details on expedited mail processing:http://travel.state.gov/passport/get/first/first_831.html.

In the U.S., using Private Expedited Courier Service:

The regular processing instructions for Mail-In apply, as well as any additional requirements from the courier service.  There are many private companies that provide expedited passport renewal services for a fee.  Generally these companies can obtain 1-2 business day processing and an in-person appearance by the applicant is not required.  Avani can provide comprehensive visa support for companies and individuals globally.

In the U.S., Local In-Person Processing

You can choose to apply for renewal in-person if your previous U.S. passport has expired and was issued more than 15 years ago; if your previous U.S. passport was issued when you were under age 16; or if your currently valid U.S. passport has been lost or stolen.  Note that you are required to apply in-person if your expired U.S. passport is not in your possession.Â

To find the location of one of over 9,000 passport application facilities please visit the Department of State site:  http://iafdb.travel.state.gov/.

There are 13 regional centers in the U.S. that provide expedited passport processing services for individuals who need to travel within 2 weeks, or who need foreign visas to travel.  Applicants must appear in person for expedited process.  One of the 13 regional centers is in Seattle.  Information about that regional center is provided in the following link:  http://travel.state.gov/passport/about/agencies/agencies_913.html.

To renew your passport via in-person filing you will need to take the following steps:

  • Passport Application Form Passport DS-11 form (completed but not signed or dated). The passport application must be submitted in full name, explaining any discrepancies between such name and the name appearing on the accompanying documents.
  • 2 Passport Type Photos (http://travel.state.gov/passport/guide/guide_2081.html).
  • Proof of U.S. Citizenship – Previous U.S. Passport (mutilated, altered, or damaged passports are not acceptable as evidence of U.S. citizenship.)
  • Filing Fee for executing the passport application and issuance of the passport.
  • Present proof of Identity.
  • If your name changed, enclose a certified copy of the Court Order, Adoption Decree, Marriage Certificate or Divorce Certificate specifying another name for your to use. (Photocopies will be accepted). If your name has changed by any other means, you must apply in person.

(Please review the Form DS-11 instructions carefully to ensure that your application is complete).

If you are outside the U.S., in-person filing at U.S. Embassy:

In foreign countries, American passports are issued by diplomatic or consular officers of the United States. All Foreign Service Posts of the United States, with a few specified exceptions, are authorized to issue American passports. In insular possessions of the United States American passports are issued by the chief executive of the possession, an authority presently exercised by such executives in Puerto Rico, Guam, the Virgin Islands, and American Samoa. The statute specifies that no other person can grant or issue such a passport.

If you will be applying in a foreign country, please determine the appropriate local U.S. Embassy where you should apply:  http://usembassy.state.gov/.

Will generally be a couple of weeks to process, but check with local Embassy for current guidance regarding processing time lines.

If you reside outside of the U.S., but want to apply in-person during trip to the U.S.

You can choose to apply for renewal in-person in the U.S. during a trip to the U.S.  You should confirm with the passport application facility where you wish to file that you will receive your passport prior to any anticipated departure from the U.S.  You should not depart the U.S. without receiving your original passport.

To find the location of one of over 9,000 passport application facilities please visit the Department of State site:  http://iafdb.travel.state.gov/.

There are 13 regional centers in the U.S. that provide expedited passport processing services for individuals who need to travel within 2 weeks, or who need foreign visas to travel.  Applicants must appear in person for expedited process.  One of the 13 regional centers is in Seattle.  Information about that regional center is provided in the following link:  http://travel.state.gov/passport/about/agencies/agencies_913.html.

Reside outside of the U.S., but want to apply through a Private Expedited Courier Service during trip to U.S.

There are many private companies that provide expedited passport renewal services for a fee.  Generally these companies can obtain 1-2 business day processing and an in-person appearance by the applicant is not required.

MISCELLANEOUS QUESTIONS

What should I do if my passport was lost/stolen?

A passport can be issued to replace one that has been lost or stolen. The holder should immediately report the loss to local police, and obtain a copy of the police report to be filed with his or her application for a replacement passport.       Â

An overview of next steps by Department of State: http://travel.state.gov/passport/lost/us/us_848.html.

Determine the appropriate local U.S. Embassy you should contact: http://usembassy.state.gov/.

The applicant for a replacement passport is required to execute an affidavit describing the circumstances under which the passport was lost, stolen, or destroyed. In such cases the consul may issue a replacement passport, if satisfied of the identity and citizenship of the applicant, valid only for three months unless the need for a longer period of validity is demonstrated. Greater flexibility is permitted for U.S. survivors of a disaster abroad, and the consul is authorized to issue passports, or to waive the need for a passport, to expedite the return of the survivors to the United States.

Required Department of State form DS-64  regarding Lost/Stolen passport: http://travel.state.gov/passport/forms/ds64/ds64_845.html

Finally, if your U.S. passport had international immigration documents/visas, please contact the MSFT global immigration team for assistance in obtaining new documents:  http://lcaweb/GlobalMigration/default.htm.

What if I run out of pages before my passport expires?

If you run out of pages before your passport expires, submit Form DS 4085 along with your passport to a passport agency. If you travel abroad frequently you may request a 48 pages passport at the time of application.Â

What if my name has been changed?

An applicant whose name has been changed by a court must submit a certified copy of the court order. An applicant whose name has been changed by marriage submits her marriage certificate or some other evidence of identity. Please note that if you already have a passport and need to get the passport amended because of a name change, follow these instructions:  http://travel.state.gov/passport/fri/ChangeName/ChangeName_851.html

Overview: Family-Based U.S. Permanent Residence February 11, 2010

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A foreign national who is lawfully admitted to the United States (“U.S.”) as an immigrant is commonly referred to by different terms, including: immigrant, permanent resident, lawful permanent resident, green card holder, and numerous other labels. Although each of these names refers to the same legal status in the U.S., the term “Lawful Permanent Resident” (LPR) will be used to describe a foreign national who has been lawfully accorded the privilege of residing permanently in the U.S. as an immigrant.

Types of Permanent Residence

U.S. permanent residence provides individuals with the right to live and work in the U.S. indefinitely.  If an individual wishes to become a U.S. citizen[1][2], he or she must first become a permanent resident. There are a variety of avenues through which an individual may become a permanent resident, although there are three principal ways of qualifying for LPR status:

  • Family-based sponsorship;
  • Employment sponsorship; or
  • Public policy or humanitarian grounds.

Each of the three general ways of qualifying for lawful permanent residence includes very specific categories.  Family-based categories require a close family member who is a U.S. citizen or LPR to petition on behalf of the alien family member.  Employment-based categories relate to the kind of work that the alien will be coming to the U.S. to perform, and often (though not always) require a U.S. employer to petition on behalf of a foreign national employee.[2][3]   Public policy and humanitarian bases for LPR status have been developed to meet the needs of refugees and asylees as well as to achieve public policy goals (e.g., special legislation benefiting citizens of particular countries or allowing whistleblowers who facilitate law enforcement to become LPRs).

Diversity Visa Lottery

In addition to the three principal ways of qualifying for LPR status, individuals who are nationals of one of the countries identified as “low-admission” countries to the US may apply for permanent residence by entering the Diversity (“green card”) Lottery.  Please visit our Avani U.S. Diversity Lottery page for more information.

Immigration through a Family Member:

Historically, the ideal of keeping families together has been a significant principle of U.S. immigration law. It is important to note, however, that only certain family members may qualify to join their close relatives in the U.S., and that the U.S. government limits the annual number of family-based immigrant visas in certain categories.  These factors may prolong the time that it may take for prospective immigrants living abroad to join their U.S. citizen and permanent resident relatives, or the time it would take for such immigrants who are present in the U.S. to adjust status to that of an LPR.
An individual may sponsor a relative for lawful permanent residence if they have a qualifying familial relationship.  Qualifying familial relationships are divided into two basic categories, unlimited and limited, also known, respectively, as either immediate relatives of US citizens, or relatives who qualify under the family preference system.

UNLIMITED FAMILY-BASED:  Immediate Relatives of US Citizens

The Unlimited Family-Based category is available only to the following immediate relatives of US citizens (not to relatives of LPRs):

  • Spouses
  • Minor Children (unmarried and under the age of 21); and
  • Parents of US citizens (the petitioning US citizen son or daughter must be at least age 21).

Visa numbers in the above categories are not numerically limited and thus are always available for individuals to apply for lawful permanent residence.

Special rules for recent marriages (Conditional Permanent Residence)

If the US citizen sponsor (the “petitioner”) and foreign spouse (the “beneficiary”) have been married for less than two years when the United States Citizenship and Immigration Service (“USCIS”) grants resident status, a special set of  “conditional residence” rules apply.  The USCIS grants resident status in one of two ways: by approving an application for adjustment of status or by admitting an alien to the US as a resident at a US port of entry or pre-flight inspection post. Thus, if the citizen and foreign spouse were married less than two years before resident status is granted, the foreign spouse becomes a conditional permanent resident.

A conditional permanent resident generally enjoys the same rights and privileges, and is subject to the same responsibilities and duties as all other LPRs, including the right to file petitions for qualifying relatives and to apply for naturalization, if otherwise eligible.  The primary difference, however, is that a conditional permanent resident must submit an application to remove the conditions on this status to the USCIS, during the 90 days before the second anniversary as a conditional resident (usually the expiration date on the alien spouse’s green card is the date of the second anniversary as a conditional resident).[3][4] If the application to remove the conditions on residence is not filed in a timely manner, the foreign national spouse could lose his/her conditional resident status and be removed from the US The couple may be required to attend a second interview with the USCIS in order to establish the validity of their marital relationship and to remove the conditions on the LPR status.[4][5] If a positive determination is made, the conditions on permanent residence are removed and the alien obtains unrestricted permanent residence.

Family-Based Categories with Numerical Limitations

Individuals may also apply for lawful permanent residence based on the following familial relationships:

Family First Preference (F1):

A US citizen may sponsor his/her unmarried sons and daughters (at least 21 years of age), and their children, if any, for lawful permanent residence.  The visas allocated for this category are 23,400 per year [5][6].

Family Second Preference (F2):

Lawful permanent residents may sponsor their spouses and unmarried children (under the age of 21) for LPR status.  This category is designated as the Second Preference 2A, and is allocated 87,900 visas per year. The Second Preference 2B category is reserved for lawful permanent residents who wish to sponsor their unmarried sons and daughters, 21 years of age or older, for LPR status.  The visas allocated for category 2B are 26,300 per year.[6][7] For a comparison of current visa availability for categories 2A and 2B, refer to the Department of State Visa Bulletin.

Family Third Preference (F3):

US citizens may sponsor for LPR status their married sons and daughters, and the spouses and children of the married sons and daughters, if applicable. The visas allocated for this category are 23,400 per year.[7][8]

Family Fourth Preference (F4):

Brothers and sisters of adult US citizens may be sponsored for LPR status. The visas allocated for this category are 65,000 per year.[8][9]

Numerical Limitations:

All of the above family preference categories have a backlog of individuals seeking permanent residence.  Whenever there are more qualified applicants for a category than there are available numbers, the category is considered “oversubscribed,” and immigrant visas will be issued in the chronological order in which the petitions were filed until the numerical limit for the category is reached.  The filing date of the family-based I-130 petition becomes the applicant’s priority date. In certain heavily oversubscribed categories, there may be a waiting period of more than 10 years before a priority date is reached.  For the latest priority dates and to check current availability, refer to the Department of State Visa Bulletin.  Note that references to oversubscribed countries in the Visa Bulletin refer to the immigrant visa beneficiary’s country of birth, not country of nationality.

Defining the Familial Relationships under Immigration Law:

SPOUSES:

In order to obtain immigration benefits available to a “spouse,” there must be a valid and subsisting marriage between the parties.  Generally, for immigration purposes, the law of the state/country where the marriage was performed or celebrated determines the validity of a marriage.  The USCIS also takes into account the following requirements when a foreign national wishes to secure immigration benefits from the marriage:

  • Each party to the marriage must have been legally able to marry, e.g., not under-age or lacking mental capacity to marry;
  • Any prior divorces of either party must have been valid and final; and
  • The marriage must be recognized as legal in the place where it was performed.

Likewise, the two parties of a valid marriage must keep the marriage in existence in order to acquire the immigration benefits of the marriage.  Essentially, existence of a marriage does not mandate that the couple lives together or shares a household.  However, it is paramount that the couple must not have legally terminated the marriage. Thus, in states where a legal separation may be deemed as a divorce, it is likely that the marriage will no longer be considered “existing” in the eyes of the USCIS.  Note that the law of marriage and divorce in the various states of the US and in foreign nations may vary widely and often can be quite complex.  Thus, for answers to questions concerning the validity of a marriage, divorce or annulment, you are encouraged to retain an attorney with expertise in the law of the jurisdiction where the marriage, divorce or annulment has occurred or will take place.

In the event of an abusive situation in which the foreign national has suffered extreme emotional and/or physical abuse at the hands of his/her US citizen or LPR spouse, the USCIS has made certain provisions that permit self-petitioning for immigration status.  Under the Violence Against Women Act (VAWA) passed by Congress in 1994, and the Battered Immigrant Woman Protection Act of 2000 (BIWPA) the spouse (either male or female) and children of a US citizen or LPR may self-petition to obtain lawful permanent residence.  Visit the USCIS web site for detailed information regarding these provisions.

Marriages Not Recognized in Immigration Law:

Although some types of marriages are valid and recognized in the jurisdiction where the marriage took place, such marriages still may not be considered acceptable for US immigration benefits.

Marriage between persons of the same sex:

Presently, marriages of same-sex partners are not legally recognized in any of the 50 US states.  However, even if same-sex couples win the right to marry in any state, the marriage would still not be valid for immigration purposes because of a federal law passed in 1996 called the “Defense of Marriage Act” (DOMA).  The enactment proclaims that for federal purposes, including immigration, the US government will not recognize same-sex marriages.

Common law marriage:

If a man and a woman have lived together for a certain period of time and hold themselves out in public as “husband” and “wife,” file joint tax returns, or take other actions to suggest that they consider themselves to be married, etc., they may become common law spouses.  In a number of states, common law marriages are recognized. However, unless a common law marriage is recognized as legal in the jurisdiction of residence or last residence, it is not valid for US immigration benefits.

Customary marriage:

If a marriage is performed according to local custom, rather than according to legal proceeding of local civil authorities, it may not be accepted for immigration purposes.  However, if the civil authorities in the place where the marriage was performed recognize a customary marriage, it is considered valid for US immigration benefits.

Polygamous marriage:

If a US citizen or LPR has more than one spouse at the same time, the USCIS does not recognize the polygamous marriage as valid.  However, the beneficiaries of the first marriage of a polygamous family may not be denied their US immigration benefits if the benefits had been conferred prior to the second and subsequent polygamous marriage.

Incestuous marriage:

A marriage between close family members may be considered incestuous, depending on the degree of consanguinity. The validity of an incestuous marriage is determined by the law of the state where the parties intend to reside. In addition, if the incestuous marriage is regarded as a crime in the state of residence, the marriage is not acceptable for US immigration purposes.

Sham marriages:

If the USCIS determines that the marriage was entered into by the parties primarily to obtain US immigration benefits and without any intention to live together as husband and wife, LPR benefits will be denied.

Proxy marriage:

A marriage is considered to be a proxy marriage if the couple was not physically in the presence of each other for the ceremony.  Generally, a proxy marriage is not accepted under immigration law unless it is subsequently consummated.  However, if the sponsor is a US citizen, the foreign national beneficiary may be eligible for a K-1 fiancé visa.
Visit “How To Bring My Fiancé(e) to the US” for more information.

Recommended Documentation for Establishing the Right to US Permanent Residence Based upon Marriage to a US Citizen or Lawful Permanent Resident:

Given the USCIS’s concerns regarding the legitimacy of marital relationships leading to immigration benefits, the following list may prove beneficial in convincing the USCIS to reach a more prompt and favorable decision.  There is no minimum or maximum amount of documents that can be presented. An evaluation of the relevant facts in each case should lead to a determination of the actual documentation provided.  Documents referring to both spouses are particularly helpful.  Recommended documents may perhaps include, but are not limited to:

  • A narrative by either spouse or both of them describing how, when, and where the couple met and describing key events in the relationship and what led up to the decision to be married;
  • Correspondence to both spouses from family members and friends including wedding congratulatory cards, etc.;
  • Evidence recognizing the pair as a married couple, such as invitations, cards, letters, season’s greetings, etc.;
  • Photographs and correspondence between the married couple throughout the relationship, properly identified;
  • Evidence of joint ownership of property such as house, car, furniture, etc.;
  • Evidence of joint finances, such as joint bank accounts, insurance policies, retirement plans;
  • Joint tax returns;
  • Mortgages, leases, credit accounts, or other financial obligations undertaken jointly;
  • Receipts showing joint obligations for housing and living expenses, such as rent, utilities, telephone, etc.;
  • Birth certificates for children born of this relationship; and
  • Any other information or documentation suggesting that the couple are husband and wife, and have formed a real economic and marital union, based on the traditional objects of matrimony such as love, companionship, mutual respect, etc., including recognition of these facts by family members.  Click here to review suggested Evidence of a bona fide marriage under family based green cards.

The documentation suggested above may be particularly helpful if the marriage took place less than two years ago, in which case the foreign national initially may be eligible for only conditional permanent residence.  As such, a second petition to remove the condition must be filed two years later.  It is highly recommended that similar types of documentation be gathered during the course of the two conditional years as well.

CHILDREN:

For the purposes of family-based immigration, a “child” is defined as follows:[9][10]

  • A child born in wedlock;
  • A stepchild, whether or not born out of wedlock, provided the child had not reached the age of 18 years at the time the marriage creating the status of stepchild occurred;
  • A child born out of wedlock, by, through whom, or on whose behalf a status, privilege, or benefit is sought by virtue of the relationship of the child to its natural mother or to its natural father (if the father has or had a bona fide parent-child relationship with the person);
  • A child adopted while under the age of 16 years if the child has been in the legal custody of, and has resided with, the adopting parent or parents for at least two years, provided that no natural parent of any such adopted child shall thereafter, by virtue of such parentage, be accorded any right, privilege, or status under the Immigration and Nationality Act; or
  • A child, under the age of 16 at the time an immediate relative petition is filed on his or her behalf, who is an orphan because of the death or disappearance of, abandonment or desertion by, or separation or loss from both parents, or for whom the sole or surviving parent is incapable of providing the proper care and has in writing irrevocably released the child for emigration and adoption to a US citizen.

The parent-child relationship must continue to exist at the time that immigration benefits are sought.  In most cases, a “child” for US immigrant visa purposes includes only an unmarried person under the age of 21.[10][11]

“Aging Out”

When a child is applying as the dependent of a parent, the child must remain a “child” under immigration law, up to and including the date that the final benefit is granted.  If the child becomes 21 years of age before the adjustment of status is completed, the child “ages out” and cannot become a permanent resident along with the principal applicant[11][12].

If you are an US citizen petitioner for your child, once your child turns 21 years of age, you do not need to file any new documentation to have your child changed to the first preference category.  It happens automatically on the child’s 21st birthday if the petition is still waiting adjudication for permanent residence.

If, however, you are a LPR or applicant for that status, and your child turns 21 before the case can be finalized, you must file a Relative Petition, for your son or daughter as soon as possible after you obtain LPR status.  This will establish a priority date for immigrant visa issuance for your son or daughter as a second preference immigrant.  There is a waiting list for visa numbers under the family-based second preference.  Filing as soon as possible will help assure the minimum wait for a visa number to become available.

Visit How do I Prevent My Child from Losing Benefits at Age 21 (“Aging Out”) for more information.

PARENTS:

In order to petition for a parent to obtain LPR status under the immediate relative category, the US citizen child petitioner must be at least 21 years old.  “Parent” means a parent who is such by reason of his or her relationship to a “child” within the INA statutory definition of the term, as outlined above.

THE FAMILY-BASED APPLICATION PROCESS:

Eligibility to Sponsor a Relative for Lawful Permanent Residence:

To be eligible to sponsor a relative to immigrate to the US, you must meet the following criteria:

  • Proof of Citizenship or LPR status: You must be a citizen or lawful permanent resident of the US and be able to provide documentation verifying your status.  For US citizens, this would include a certified birth certificate, Proof of Citizenship, or a valid US passport.  To prove that you are a lawful permanent resident, you must submit your valid Form I-551, US Alien Registration Card (the “green card”).
  • Affidavit of Support I-864 Form: To ensure that immigrants are not likely to rely on public benefits in the US, all sponsors must demonstrate that they meet minimum income requirements and can be financially responsible for the sponsored immigrants.  You must be able to demonstrate an income level at or above 125% of the federal poverty line, and certify that you can support your relative at 125% above the mandated poverty line.  In order to do this, you are required to complete the USCIS Affidavit of Support I-864 Form, and provide proof of current employment and copies of federal income tax returns for the three most recent tax years.
  • Completion of USCIS Form I-130 Petition for Alien Relative: You must file this petition with the USCIS on behalf of a qualifying relative beneficiary, along with proof of the relationship (as detailed below).  The I-130 form contains specific instructions for filing.
  • Proof of Relationship for US Citizens: If you are a US Citizen, you may petition for the following foreign relatives to immigrate to the US.  However, you must be able to provide proof of the relationship:
    • Husband or Wife: You must provide a certified copy of the relevant marriage certificate, and proof of termination of all prior marriages entered into by either party;
    • Unmarried child under 21 years old: You must provide a certified copy of the child’s birth certificate showing the names of both the mother and father, and the marriage certificate of the parents;
    • Unmarried son or daughter over 21: You must provide a certified copy of the son’s  or daughter’s birth certificate showing the names of both the mother and father, and the marriage certificate of the parents;
    • Married son or daughter of any age: You must provide a certified copy of your son’s or daughter’s birth certificate showing the names of both the mother and father, and the marriage certificate of the parents, along with a certified copy of the relevant marriage certificate of the child;
    • Brother or sister, if you are at least 21 years old: You must provide a certified copy of your birth certificate, and a certified copy of your brother or sister’s birth certificate, showing the names of both the mother and father, and the marriage certificate of your parents;
    • Parent, if you are at least 21 years old: You must submit a certified copy of your birth certificate showing the names of both natural parents, and the marriage certificate of your parents, if filing on behalf of your father;
    • Step-parent, if you are least 21 years old: You must submit certified copies of your birth certificate showing the names of your natural parents, and the marriage certificate of your natural parent to the step-parent.  Note: the marriage should have taken place prior to your 18th birthday, in order for the relationship of stepparent and stepchild to be considered valid under immigration law.
    • Adoptive parent or adoptive child: You must provide a certified copy of the adoption decree.  The adoption must have taken place while the child was under the age of 16 years, and the child must have been in the physical custody of the adopting parents for at least two years.  The child’s parents must be dead, proved missing, or have irrevocably surrendered the child for adoption.
  • Form G-325A, Biographic Data Sheet, for both spouses when the petition is based on a spousal relationship (immediate relative or Second Preference).  Form G-325 is available for download from the USCIS web site.
  • Two color photographs, for both spouses, when the petition is based on a spousal relationship (immediate relative or Second Preference).  See http://uscis.gov/graphics/formsfee/forms/forminfo.htm#Photos for photograph specifications.
  • Filing Fee of $130.00. Please note that the USCIS updates its filing fees regularly so it is important to check http://uscis.gov/graphics/formsfee/forms/index.htm to verify the proper filing fee prior to filing.
  • Proof of Relationship for Lawful Permanent Residents: If you are a lawful permanent resident, you may petition for the following foreign relatives to immigrate to the US.  You must be able to provide proof of the relationship:
    • Husband or Wife: You must provide a certified copy of the relevant marriage certificate, and proof of termination of all prior marriages entered into by either party;
    • Unmarried son or daughter of any age: You must provide a certified copy of your son or daughter’s birth certificate showing the names of both the mother and father, and the marriage certificate of the parents.

Application Procedure: Becoming a Permanent Resident While in the US

If you meet the qualifications for family-based permanent residence sponsorship, and you are presently residing in the US, you may be eligible to file the following forms with the USCIS:

  • Form I-485 Application to Register Permanent Residence or Adjust Status, is submitted by the individual wishing to obtain LPR status (the “applicant”).  It is generally filed with supporting evidence, and may be filed in conjunction with several other applications or petitions.  Form I-485 and Form I-485 Supplement A is available from the USCIS web site.   NOTE:  Be sure to completely read the instructions provided with the Form I-485 before filing. As noted in the instructions, the individual wishing to qualify for lawful permanent resident status must be eligible for immigration and an immigrant visa must be “immediately available” to the alien. For example, if qualifying under the immediate relative category, an immigrant visa is immediately available.
  • Two identical photos. See http://uscis.gov/graphics/formsfee/forms/forminfo.htm#Photos for photograph specifications.
  • Form G-325A, Biographic Data Sheet, for applicants between the ages of 14 and 79.  Form G-325 is available for download from the USCIS web site.
  • Form I-130, Petition for Alien Relative: A citizen or LPR of the US files this form to establish the relationship to the eligible relative applicant.  Either the original I-130 may be submitted if you are filing concurrently with the Form  I-485, or a copy of the Form I-797 Notice of Action Approval Notice should be included, if the petition had been previously filed and approved. Form I-130 is available from the USCIS web site.
  • Form I-864, Affidavit of Support (completed by the relative sponsor) to show that an intending immigrant has adequate means of financial support and is not likely to become a public charge.  All sponsors must submit documentation with their I-864 such as: proof of current employment or self employment; and, individual Federal income tax returns for the most recent years, or an explanation if fewer than 3 are submitted.  The sponsor’s IRS W-2 or 1099 forms may also be required.  Form I-864 and instructions are available for download from the USCIS web site.
  • Form I-693, Medical Examination Sheet is used to certify the health of an alien seeking to adjust status as a visitor or immigrant to the US.  A civil surgeon who has been designated by the USCIS must conduct the medical examination. To obtain names and telephone numbers of the designated civil surgeons in your area, call the USCIS’ National Customer Service Center at 1-800-375-5283.  Form I-693 may be downloaded from the USCIS web site.
  • All required supporting documentation as listed on the above forms.

You may also submit the following forms with you application for family-based permanent residency:

  • Form I-765, Application for Employment Authorization, is used to apply for an Employment Authorization Document (EAD) from the USCIS if you want to work while your application is in process. The family-based beneficiary is not eligible to work in the US until the employment authorization document is received. For more information regarding application procedures for employment authorization, click hereForm I-765 and filing instructions may be obtained and downloaded from the USCIS web site.
  • Form I-131, Application for Travel Document is used to apply for advance parole if you need to travel outside the US while your Adjustment of Status (AOS) application is pending (see section D for additional information).  Form I-131 and filing instruction may be obtained from the USCIS web site.

NOTE:  Be sure to check the most current fees for each application (the fees listed on the instruction sheet of the form may not be up-to-date), and enclose a separate check for each form and procedure, even if submitting all forms simultaneously.  Current USCIS fees are available in the forms section of the USCIS website.

Address Change Notification Procedures:

If you move while your AOS application is pending, you must notify the USCIS in writing within 10 days of relocating, on Form AR-11Form AR-11 may be obtained from the USCIS web site, or from any US post office or USCIS office, and does not require a fee when filing.[12][13]

The Multi-Step Application Process for Lawful Permanent Residence:

  • First, the USCIS must approve the immigrant visa petition, Form I-130 Petition for Alien Relative, filed on your behalf (as detailed above).  Once USCIS approves the petition, they will send the petitioner a Notice of Approval, Form I-797.  USCIS will also forward the approved petition to the Department of State’s Immigrant Visa Processing facility at the National Visa Center (NVC), which will contact the intending immigrant with further information by mail. For additional information about the NVC, visit http://travel.state.gov/visa/immigrants/types/types_1309.html.
  • Second, the Department of State must determine if an immigrant visa number is immediately available to you, the foreign national, even if you are already in the US.  US law limits the number of immigrant visa numbers that are available every year.  This means that even if the USCIS approves an immigrant visa petition for you, you may not get an immigrant visa number immediately (unless you have qualified and applied as the immediate relative of a US citizen, in which case, an immigrant visa number will be immediately available).  In some cases, several years could pass between the time the USCIS approves your immigrant visa petition and the State Department gives you an immigrant visa number. When an immigrant visa number becomes immediately available to you, it means that an immigrant visa has been assigned to you.  For more information regarding obtaining an immigrant visa number, visit http://uscis.gov/graphics/howdoi/immvisa.htm.  In addition, you can check the status of a visa number in the Department of State’s Visa Bulletin at http://travel.state.gov/visa/frvi/bulletin/bulletin_2007.html.
  • Third, if the sponsored alien beneficiary is already in the U.S, he or she may in some cases apply to change status to that of a lawful permanent resident after a visa number becomes available for you.  For more information on adjusting to permanent resident status, see http://uscis.gov/graphics/howdoi/LPRApplication.htm. Note, however, that certain categories of individuals are NOT eligible to apply for adjustment of status to that of an LPR.  For information on ineligible categories, see the listing provided by the USCIS at http://uscis.gov/graphics/howdoi/lpreligibility.htm .
  • Family-based beneficiaries are typically issued employment authorization documents (EAD) by the USCIS offices where their adjustment applications are pending.  The processing period may vary according to caseload and from one USCIS office to another.  The family-based beneficiary is not authorized to work in the US until the employment authorization document is received. For more information regarding application procedures for employment authorization, visit http://uscis.gov/graphics/howdoi/ead.htm.
  • If adjustment of status is approved, an appointment is made with the USCIS to have a temporary “I-551 stamp” placed in the beneficiary’s passport.  The temporary I-551 stamp is meant to establish proof of LPR status and unrestricted employment authorization until the actual Alien Resident Card (Form I-551) is processed (within approximately six months to one year).
  • If the sponsored relative is outside of the US when an immigrant visa number becomes available, he or she must then apply to the US embassy or consulate servicing the area in which the individual resides to apply for and obtain an immigrant visa.  The consular officer or the National Visa Center of the US State Department will provide the required forms and a list of documents needed for the visa application.  All original documents must be accompanied by certified English translations.  To locate the US embassy or consulate servicing the area in which you reside, and for additional information regarding consular processing, visit http://travel.state.gov/travel/tips/embassies/embassies_1214.html.
  • Medical examinations: Before issuance of an immigrant visa, every applicant, regardless of age, must undergo a medical examination.  The examination must be conducted by one of the approved “panel physicians” (for a listing of panel physicians, visit the web site of the US embassy or consulate servicing the area in which the sponsored relative resides).  Results of the medical exam are valid for one year.
  • An immigrant visa can be valid for six months from the date of issuance. Thus, an intending immigrant may enter the US within this period.
  • The sponsored relative becomes an LPR when the USCIS Inspecting Officer admits the individual to the US. An immigrant visa – by itself – does not grant LPR status; and it is not a guarantee that an USCIS inspector will admit the individual as an LPR (e.g., in the event that the individual, after issuance of the immigrant visa but before applying for admission to the US, were convicted of a crime that would render the person ineligible for entry to the US.)

Travel While Adjustment of Status (AOS) is Pending:

Advance Parole:

Individuals often need to travel abroad while an I-485 (Application to Register Permanent Residence or Adjust Status) is pending.  This is particularly true today as processing times continue to be very long.  A special travel authorization called “advance parole” is necessary for family-based adjustment applicants who must travel while an application for adjustment of status (AOS) is pending.  An adjustment applicant who departs the US without first obtaining advance parole is considered to have abandoned the adjustment application.  If the individual remains abroad, he or she would then need to file an application for an immigrant visa at a US consular post since a new adjustment application can only be filed by persons within the US.

An application for advance parole can be filed concurrently with Form I-485 if it is anticipated that one may wish to travel soon after filing the adjustment application.  Include:

  • Form I-131 (Application for Travel Document). The form contains specific instructions for filing and may be downloaded from the USCIS web site.
  • Filing Fee of $110 payable to USCIS;
  • Two immigration-style photographs: http://uscis.gov/graphics/formsfee/forms/forminfo.htm#Photos
  • Copy of receipt notice for I-485 from USCIS confirming that application has been filed (unless filing concurrently);
  • Copy of the picture page of the passport; and
  • Letter with itinerary and reason for travel including a telephone number for USCIS to reach you when the travel document is ready.

Important Exception for Adjustment Applicants in H-1B and L-1 Status:

Certain H-1B and L-1 non-immigrants (and their dependents in H-4 and L-2 status) who have filed for adjustment of status can choose to travel and reenter the US on their H or L visa without having to obtain advance parole.  Travel abroad is permitted in two ways for H-1B and L-1 workers (and their dependents in H-4 and L-2 status) who have a pending I-485 application for AOS: either under a grant of advance parole or by continuing to travel as an H-1B, H-4 or L-1 or L-2 visa holder.  In order to re-enter the US in H or L status without abandoning the I-485 petition, the individual must present at the port-of-entry evidence of H or L status, a valid, unexpired H or L visa in the passport, as well as an original receipt notice for the I-485 petition filing (printed on a multi-purpose form known as a Form I-797).  The same documentation must be shown to a consular official if applying for a new H or L visa abroad while the I-485 petition is pending.  For more information regarding travel documents, visit “How Do I Get A Travel Document” for more information.

The “V” Nonimmigrant Provision of the LIFE Act

The V nonimmigrant status is one of several immigration benefits provided by the Legal Immigration Family Equity Act (LIFE Act), enacted on December 21, 2000.  V status permits certain spouses and minor children of lawful permanent residents to reside and work in the US while waiting to obtain immigrant status.  In order to be eligible for the V nonimmigrant classification, the spouse or unmarried child (under 21 years of age) must meet the following criteria:

  • A Form I-130 (Petition for Alien Relative) must have been filed with the USCIS on his or her behalf by the LPR souse or parent on or before December 21, 2000; and
  • He or she must have been waiting for their immigrant status for at least three years after the Form I-130 was filed – either because a visa number (priority date) has not yet become available, or because the USCIS has not yet adjudicated the Form I-130 or the Form I-485 (Application for Adjustment to Permanent Residence).

Persons granted V nonimmigrant status must still wait until an immigrant visa number (priority date) becomes available – in accordance with the Department of State’s monthly visa Bulletin – to apply for the Green Card.  For more information regarding V status, visit http://uscis.gov/graphics/howdoi/hdinonimm.htm.

Should you have any questions regarding the foregoing, or if anything should occur once you submit your application, please feel free to contact an Avani attorney.
_____________________________________________________
[1][2] For information on US citizenship and the naturalization process, please refer to the Naturalization section of the Avani website.
[2][3] For more information on employment-based immigration, please refer to the “Employment-Based Immigration” page of the Avani website.
[3][4] For additional information on procedures for the removal of conditions on permanent residence attained through marriage, see the USCIS website.
[4][5] Under certain circumstances, the USCIS may also approve applications submitted by the foreign national alone.  Thus, the USCIS has made special provisions for certain difficulties that may arise in the marriage before the end of the two-year conditional period.  These include: 1) death of the US citizen spouse; 2) a good faith marriage which ends in a final divorce or annulment; 3) an abusive situation in which the foreign national has suffered extreme emotional and/or physical abuse at the hands of his/her US citizen spouse; or 4) when it can be demonstrated that termination of status and deportation of the foreign national would cause extreme hardship.  The standards for “extreme hardship” cases, however, are very stringent.
[5][6] Plus any visas left over from the family-based fourth preference annual allocation.
[6][7] At least seventy-seven percent of all visas available for the Family Second Preference category (114,200 total per year) will go to the spouses and minor children (2A); the remainder will be allocated to unmarried sons and daughters over age 21 (2B).
[7][8] Plus visas left over from the 1st and 2nd preferences.
[8][9] Plus visas left over from the previous preferences.
[9][10] Immigration and Nationality Act (“INA”) 101(b)(1).
[10][11] Under the USA PATRIOT Act, immigrant visa beneficiaries who are unmarried and have a petition or an application to adjust status pending with the USCIS on or before September 11, 2001 are considered “children” for US immigration purposes until the 45th day after age 21 as long as the individual’s 21st birthday occurs after September 2001.
[11][12] As noted in the preceding footnote, the USA PATRIOT Act creates a narrow exception to this age-out rule.  Note also that as of this writing (May 30, 2002) Congress is considering legislation which has a good chance of enactment to eliminate this inequitable outcome in some circumstances.

H-1B Specialty Worker: Overview February 11, 2010

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Overview of the H-1B Visa

The H-1B visa allows foreign nationals to enter the United States to work for a specific employer for a temporary period of time in a “specialty occupation.” Once an employee enters on an H-1B visa, the employee is in H-1B status.

A “specialty occupation” is one that requires both:

  • The theoretical and practical application of a body of highly specialized knowledge; and
  • A professional job in the United States that, to be performed properly, requires a minimum of a relevant U.S. bachelor’s degree (or work experience or foreign education equivalent to at least a U.S. bachelor’s degree) for entry into the particular occupation.

In other words, both (a) the candidate’s education and/or experience, and (b) the proposed job duties in the U.S., must meet the test for “specialty occupation.” It is not enough to have a bachelor’s degree in any field. The foreign national’s field of academic study or specialization leading to the grant of the degree must be reasonably related to and required for the job in the United States.

Specialty occupations include, but are not limited to: computer science, electrical engineering, accounting, engineering, law, architecture, scientific research, and many others.
Note: This page does not cover H-1B1s for nationals of Chile or Singapore, and it does not address H-1B cap issues. Please click here for more information on the H-1B Cap.

Eligibility

Basic Requirements

To meet the requirements for an H-1B visa (or, if already in the U.S., H-1B status):

  • The candidate must have a valid offer of employment;;
  • The company must offer the same wages and working conditions to the candidate that are offered to U.S. worker candidates who are in that same position.
  • the occupation must require a U.S. bachelor’s or higher degree (or an acceptable foreign degree/work experience level equivalent to a U.S. bachelor’s degree or higher) in a specialized field of knowledge as a minimum qualification; and
  • the candidate must have acquired the degree, or its equivalent in work experience, in a subject closely related to the position, prior to the date that the petition is received by the United States Citizenship and Immigration Services (USCIS).

No prior work experience is required for an H-1B as long as the individual holds a U.S. or equivalent foreign degree at the bachelor’s or higher graduate level as of the date the petition is filed.  In some cases, if the individual can obtain written university or college confirmation that he or she has completed all degree requirements (coursework and thesis, if any) but must await receipt of the degree certificate at the commencement ceremony, an H-1B petition may still be approved, even before the formal graduation date.

Intent

A foreign national applying for an H-1B visa or H-1B status is not required to prove that he or she maintains a permanent residence in a specific foreign country and will return there after the U.S.-based assignment ends but only that he or she intends to comply with all requirements of H-1B status. This intention to comply includes a plan to depart the United States when the employee’s authorized period of H-1B status is over if the foreign national does not have any other legal basis to remain in the U.S. A foreign national in H-1B status may be sponsored for and pursue U.S. permanent residence (green card status) without violating the terms of H-1B nonimmigrant status.

A foreign national whose H-1B status is expiring does not need to depart the U.S. or return to the foreign homeland if the final stage of the green card application (an application for adjustment of status to permanent residence) has been submitted before H-1B status expires.  The I-485 application is the final stage of both the employment-based and the family-based green card process. If an I-485 application is filed, the foreign national may then allow H-1B nonimmigrant status to expire and wait for the government’s final decision on the I-485 application. The foreign national also may continue to maintain H-1B status while the I-485 application is pending.  If the H-1B status expires, the foreign national will need an Employment Authorization Documents (EAD) at the time the H-1B status expires to continue working and an Advance Parole (AP) to travel outside the U.S. until the I-485 is approved. (Once the green card is approved, neither the H-1B nor the EAD/AP are required for work/travel. The green card alone is sufficient.)

Licenses

If state licensure is required for the occupation, the foreign national must obtain the required license before the H-1B petition is filed with the U.S. Citizenship and Immigration Services (“USCIS”). A provisional license may be sufficient if the state will only provide a provisional license until the foreign national has valid nonimmigrant status.

Educational Equivalency Solely through Work Experience

A foreign national may qualify for H-1B status without a university degree if the foreign national can demonstrate that he or she has the equivalent of a U.S. bachelor’s degree through education, experience, and/or training.  The USCIS requires at least three years of progressively responsible and relevant work experience to serve as a substitute for one year of missing education.  This is commonly known as the “three-for-one rule.”

To rely on experience as an equivalent to education, the foreign national must provide experience letters or affidavits demonstrating qualifying experience.  These letters, along with any proof of higher education the foreign national possesses, will be evaluated by a credentials evaluation agency to determine if the foreign national has sufficient education and experience to have the equivalent of a U.S. bachelor’s degree in a relevant field.  Credentials evaluation agencies employ academic professionals, such as, professors who are able to determine academic equivalencies.  All documents must be in English.  If the credentials evaluation agency determines that the foreign national’s experience together with any formal higher education, if any, is the equivalent to a U.S. Bachelor’s degree that is related to the job offered, employer can file an H-1B petition for the foreign national.

Note that the three-for-one rule only applies to missing bachelor’s degrees.  The three-for-one rule cannot be used as a substitution for advanced degrees.  If a job requires a master’s degree or Ph.D., the foreign national must have the master’s degree or Ph.D. to qualify for H-1B status for that job.

Educational Equivalency through General-Studies Education and Work Experience

In some cases, foreign nationals seeking H-1B status possesses a bachelor’s degree, but the major field of study is not closely related to the professional job duties that will be performed.  In this situation, a work experience evaluation may be prepared by a credentials evaluation agency if the foreign national can show, through letters or affidavits, six years of progressive experience that is related to the job offered.

The foreign national’s first two years of education are considered “general” studies.  A typical four year degree includes 2 years of specialized studies.  The credentials agency can prepare an evaluation stating that the first 2 years of general studies of the foreign national’s degree plus the 6 years of progressively responsible experience are the equivalent to a U.S. bachelor’s degree in a field related to the job offered. Avani can then file an H-1B petition for the foreign national.

Note that if the foreign national has a master’s degree in a field related to the job offered, the master’s degree can be used in lieu of an education even if the job only requires a bachelor’s degree.  For example, if the foreign national has a bachelor’s degree in finance, but a U.S. master’s degree in Computer Science and the position requires a bachelor’s degree in Computer Science, no credentials evaluation is needed to file the H-1B petition.

Foreign Degrees

If the foreign national has a foreign bachelor’s degree, the credentials evaluation agency will need to evaluate the degree and transcripts to determine if the foreign degree is the equivalent to a U.S. bachelor’s degree or higher.  If the foreign education documents are not in English, the foreign national should provide the original degree and transcripts, an English translation of the documents, and an English translation certificate.  The foreign national cannot translate the documents, but a friend who is willing to sign the translation certificate may provide the translation.

In many countries, three-year bachelor’s degrees are common.  Unfortunately, a foreign national with a three-year foreign bachelor’s degree will need either three years of experience or a master’s degree to have the equivalency to a U.S. bachelor’s degree. This ambition will require a credentials evaluation before employer can file a petition to sponsor the beneficiary.

Filing Process

The process of filing for H-1B status involves four steps:

  1. The assigned Avani attorney will review the foreign national’s education and experience to ensure that the foreign national candidate or employee has at least a bachelor’s degree from a U.S. university (or the foreign or educational equivalent) in a subject relevant to the position.
  2. The employer must file a Labor Condition Application (“LCA”) and submit it to the Department of Labor (DOL). The LCA confirms the wage employer is offering for the position.
  3. Avani files an H-1B petition on behalf of the employer with the appropriate USCIS Service Center, using Form I-129. The petition must include a description of the proposed job duties in the U.S. and the foreign national’s qualifications for the job. In addition to proof of education (and/or experience), the foreign national must provide a copy of his or her unexpired passport. If the foreign national is inside the U.S., he or she will need to provide proof of current nonimmigrant status (e.g. F-1, H-1B, TN, J-1, ect.). Students must provide copies of I-20s, DS-2019s, F-1/J-1 visas, I-94s, and EAD cards (if applicable). E-3s, TNs, Os, and H-1Bs must provide copies of I-797 approval notices, copies of visas, if applicable, I-94s, and their two most recent pay stubs.

Some J visa holders are subject to a 2 year home residency requirement. If the foreign national has ever held J-1 status, click here for more information.
Avani also will file a petition on behalf of the employer for the foreign national’s spouse and unmarried children under age 21 (i.e. dependents) who are currently in the United States on Form I-539.  Dependents must provide copies of unexpired passports and proof of current status, such as I-94s and visas.

Processing Times

The USCIS typically takes 3-4 months to process the H-1B petition and send the approval notice.  The foreign national’s manager may approve premium processing.  USCIS processes cases filed under premium processing in 15 days or less.

Inside the United States

If the foreign national is currently in the United States, he or she may obtain approval for a change in employer or a change of status.  The foreign national’s work authorization can be extended for the period of time specified in the petition filed on his or her behalf, which is usually three years.  Foreign nationals who already hold H-1B status may be eligible for H-1B portability. Please contact an Avani attorney for more information on H-1B portability.

Travel

If the foreign national’s change of status or change of employer H-1B filing is approved, the foreign national does not need to obtain a new H-1B visa from a U.S. consulate or embassy to start working for the employer.  For more information on obtaining the H-1B visa, please consult an Avani attorney.

Outside the United States

If the foreign national is outside of the United States, USCIS will send notice of the approval to the U.S. Consulate or Embassy specified in the H-1B petition. To trigger H-1B status, the foreign national must apply at that U.S. Consular Post for a visa to enter the United States in H-1B status. Note that Canadian citizens do not need H-1B visas. To trigger H-1B status, once the H-1B petition is approved, a Canadian citizen must enter the U.S. and request H-1B status at the port of entry.  For more information, see the link to Obtaining an H-1B Visa on our website.

When a foreign national needs to travel outside the U.S., he or she does not need to apply for a new H-1B visa if he or she has received H-1B Portability benefits and still holds an unexpired H-1B visa based on any approved H-1B petition.  In addition, the foreign national may travel to Mexico or Canada for less than 30 days even if he or she does not have a current H-1B visa. As long as the foreign national has an H-1B approval notice with an attached I-94 card and any (expired or unexpired) U.S. nonimmigrant visa in his or her passport, the foreign national can travel to Canada or Mexico and return to the U.S. This benefit, known as the “Automatic Visa Revalidation” rule, is available as long as the foreign national does not hold the nationality of a country designated by the U.S. Department of State as a state sponsor of terrorism.  The Revalidation rule is also not available if the foreign national applied for but was refused a nonimmigrant visa at a U.S. consular post in Canada or Mexico. Please note that Canada and Mexico have their own rules regarding who may enter their countries and what visas may be required. The foreign national must check the travel rules of any country he or she wishes to enter.

Prior to any travel outside the U.S., the foreign national should contact his or her Avani Immigration Attorney to obtain all of the necessary documents. Please contact the Attorney at least 3 weeks prior to you planned travel.

No Life Changes until Approvals

There is no guarantee of a petition approval, and without premium processing, the USCIS does not guarantee H-1B petition processing times. If the foreign national needs and H-1B visa, note that consulates make no guarantees on their processing times in an circumstances.  Therefore, foreign nationals should not sell their homes, leave their current positions,or make any major life changes based on employer’s offer of an H-1B sponsored position until the USCIS approves the petition.   Even after petition approval, there is a chance, however remote, that your H-1B visa application might be denied or unduly delayed at the United States consulate or embassy.  The foreign national should keep this in mind when making the final decision on when to dispose of assets in his or her home country.

Family Members

A person with H-1B status may obtain an H-4 visa for a legal spouse of the opposite sex or unmarried child under 21 years old.  Parents, in-laws or domestic partners of the H-1B holder do not qualify for H-4 status, but may be eligible for a visitor visa.

A spouse or child with an H-4 visa may enter the U.S. in H-4 status. Individuals with H-4 status cannot work in the United States but may attend school. The H-4 dependant is eligible to extend H-4 status for the same period of time that the H-1B foreign national holds H-1B status. The H-4 dependant can extend H-4 status by filing an I-539 application in the U.S. Note that an H-4 dependant’s status is not automatically extended when an H-1B foreign national’s status is extended. This common misperception causes problems for many H-4s, and the problems are  difficult to fix. When a foreign national candidate is in the U.S., it is important to find out if the foreign national has dependants who need H-4 filings.

Length of Stay

The H-1B visa is generally valid for three years and may be renewed for an additional three years.  The maximum stay allowed in the United States in H-1B status is generally six years. The H-1B status holder can work for more than one authorized employer during this time if he or she has H-1B petition approvals through each employer, but the maximum total stay allowed in the United States is six years.  Time in H-2, H-3, and L status is counted toward the six-year limit.  Thus, the H-1B holder cannot extend this time period by changing to L status.

If the H-1B status holder has filed for legal permanent resident status (a “green card”) through a labor certification application or an employment-based first preference immigrant petition, and the filing occurred more than one year before the expiration of the foreign national’s sixth year of H-1B status, then the foreign national’s H-1B status may be extended for additional one-year periods until the green card is either approved or denied. Another method of qualifying for a H-1B extension beyond six years occurs when the I-140 employment-based immigrant petition has been approved, but the immigrant visa quota based on the individual’s priority date and country of birth is not current.  In this situation, the foreign national is eligible for an indefinite number of three-year H-1B extensions until the green card is approved.  For more information, see our page on H-1B Extensions beyond Six Years and Employment-Based Green Cards.

Work Authorized for H-1B workers

H-1B status allows a foreign national to work full-time or part-time for a petitioning employer in the United States according to the terms in the Labor Condition Application and I-129 petition. If employer filed a petition for H-1B status for the foreign national, the foreign national is only authorized to work for employer.  The foreign national may work for more than one employer only if the foreign national has an approved H-1B petition from each employer.

Attending School and Other Permitted Activities

Foreign nationals in valid H-1B status may attend school in the United States as long as their principal purpose and activity in this country involves satisfactory performance of the job duties described in their approved H-1B petition.

Family members in H-4 status  (the spouse or children under 21 years old who do not hold an Employment Authorization Document or other work visa status) may study full-time or part-time at U.S. schools and universities, remain at home, or engage in any lawful activity that is not considered employment in the United States.  Employment usually involves an exchange of services or other assets by an individual in return for compensation in cash, check, goods or services in the United States. Passive investments, however, are not treated as a form of employment.  For questions on whether an activity would be considered employment in the U.S., contact your Avani immigration attorney.

Change of Employer

A foreign national may be eligible for H-1B portability.  This benefit allows the foreign national to transfer your H-1B work authorization to work for another employer after his or her case has been properly filed with the U.S. Citizenship and Immigration Services by the new employer.  For more information, see our H-1B Portability page.

Terminations and Layoffs

H-1B workers who lose or quit their H-1B jobs (and their H-4 family members) must immediately find another employer and arrange for that employer to petition on their behalf, apply to change to a different immigration status, or return to their home country.  Foreign nationals who do not file a change of employer or change of status application prior to stopping H-1B approved employment are out of status.  Falling out of status may affect the foreign national’s ability to change employers or obtain a visa.

If a foreign national decides to return to his or her home country after the employer terminates his or her employment, the employer will pay the cost of transportation for the foreign national to return to your country of origin.  The employer does not have to pay for the transportation cost for the foreign national’s family or belongings, unless otherwise agreed as part of the foreign national’s severance.  The employer’s human resources department should provide a changeable, refundable one-way ticket to the foreign national’s home country.

H-1B and Permanent Residency

As noted above in the section on Eligibility, the law does not bar H-1B status holders from seeking to immigrate to the United States.  This means that planning or applying for a green card in  the United States or abandoning a foreign residence does not disqualify the foreign national from H-1B status.

For more information about applying for permanent resident status, see our Employment-Based Green Cards page.

H-1B Cap Overview

What is the H-1B cap?

Congress has established an annual limit on the number of H-1B petition approvals that may be issued in a given year, which is known as the “H-1B cap.”  Each October, Congress makes available 65,000 standard cap and 20,000 advanced degree cap H-1B numbers for the next 12 months.  Once this quota is reached, no new H-1B petitions will be accepted for that fiscal year, which runs from October 1 to September 30. Petitions can be filed up to six months prior to October 1, which is April 1 (or the first Monday after April 1 if April 1 is on the weekend).

The H-1B cap applies only to new petitions for H-1B status and does not apply to most individuals who are already in H-1B classification and for whom petitions have been filed requesting to change their employers or extend their stay with the same company. The H-1B cap only applies to change of employer petitions if the person is currently in H-1B status at a cap-exempt employer, usually a college or U.S. government research institution.

What is the H-1B quota amount each year?  Has it already been reached?

Standard Cap
The H-1B standard quota is 65,000 each U.S. government fiscal year, which begins on October 1 and ends September 30.  Of that quota, 6,800 are set aside for the H-1B program under the terms of the U.S.-Chile and U.S.-Singapore Free Trade Agreements.  1,400 H-1B visas are available for nationals of Chile and 5,400 H-1B visas are available for nationals of Singapore.  The total quota for the rest of the world, therefore, is 58,200.  Petitions for the next fiscal year can be filed six months prior to the start date on the petition.

When USCIS announces that the H-1B cap has been reached, it indicates the “final receipt date” for H-1B petitions.  Petitions received after that date will be rejected.  Petitions received on the “final receipt date” are placed in a computer-generated random selection process to determine which cases from that day will be accepted and which will be rejected.  When the cap is met on the first day that petitions are accepted, the USCIS puts the cases from that day and the next business day after that into the computer generated random selection process. The USCIS randomly selects enough petitions to meet the H-1B quota and rejects the remaining petitions.

The 2008 fiscal year standard quota was reached on April 3, 2007, which means that as of April 3, 2007, U.S. Citizenship and Immigration Services (“USCIS”) had received enough new cap-subject H-1B petitions with start dates of October 1, 2007 to meet the H-1B cap for fiscal year 2008.  H-1B numbers remain available for nationals of Singapore and Chile.

In the absence of congressional intervention to increase the H-1B cap, no new standard cap-subject H-1B petitions will be accepted for the 2008 fiscal year.  The earliest that a new cap-subject H-1B petition may be filed is April 1, 2008, for an H-1B employment start date of October 1, 2008.

U.S. Advanced Degree Exemption
The H-1B Visa Reform Act of 2004, which was enacted on December 8, 2004, exempts up to 20,000 graduates of U.S. Masters and Ph.D. programs from the standard H-1B cap discussed above. The H-1B exemption limit for U.S. Masters and Ph.D. degree holders was reached on April 30, 2007. Therefore, no additional petitions can be filed on this basis again until April 1, 2008, and the H-1B employment based on these petitions cannot start until October 1, 2008.

Filing H-1B Petitions Subject to the Cap

How does the U.S. Citizenship and Immigration Services handle the new H-1B petitions that are filed each fiscal year?
USCIS counts each cap-subject case as it arrives and notes whether it should be counted in the standard cap or the 20,000 U.S. advanced degree exemption. If a cap-subject H-1B petition arrives on or after April 1 (and requests an October 1 start date) and the 65,000 limit (or 20,000 exemption for qualified cases) has not been reached, USCIS will receipt and process that case. If the cap is met on any day other than April 1 (or the first Monday of April is April 1 is on the weekend), the USCIS will gather all of the cases it receives that day and will put them through a random computer-generated selection program to accept the number of cases that will reach the limit. The USCIS will then process the cases that “win the lottery” and will reject the cases that do not win the lottery. The USCIS will reject all new cap-subject cases that it receives after that date until the following April 1. If the cap is met on April 1 (or the first Monday of April if April 1 is on the weekend), the USCIS will accept all cases received on April 1 and April 2 (or the first Monday and Tuesday of April (if April 1 is on the weekend), and will subject these cases to the computer-generate random selection process. Cases that “win the lottery” will be processed while those that do not win the lottery will be rejected. USCIS will not accept any additional cap cases until the following April 1. Note that there is a lottery for the standard 65,000 and a separate lottery for those eligible for the 20,000 exemption. To date, those two caps have not been met on the same day.

When can I file my new H-1B petition?
The USCIS accepts filings up to 6 months in advance of the requested start date. Therefore, USCIS will accept cases with October 1 requested start dates on April 1 of that same year. If April 1 falls on the weekend, USCIS will accept filings on the first Monday of April.

Who Is Impacted by the H-1B Cap

Who does the H-1B cap impact?
The H-1B cap only impacts individuals who are seeking H-1B classification for the first time or who previously only had an H-1B petition approval for a cap-exempt employer. This includes individuals currently in the United States in any status other than H-1B classification (such as F-1 students, J-1 exchange visitors, and TN workers). This also includes individuals who are outside of the United States and have not been in the United States in H-1B classification within the past year if these individuals are seeking a new 6 years of H-1B status.

The cap does not impact H-1B extensions of stay, H-1B amendments or H-1B change of employers (if the original employer’s H-1B petition was cap-subject). The cap also does not impact positions at universities or affiliated nonprofit entities, at nonprofit research organizations, or at governmental research organizations, as these are not subject to the cap.

Who is not subject to the H-1B cap?
Petitions for most individuals who already have H-1B status do not count towards the H-1B cap.  USCIS will continue to process petitions filed to:

  • Extend the stay of a current H-1B employee to allow him/her to remain in the United States in H-1B status;
  • Change (amend) the employment terms for current H-1B employees;
  • Allow current H-1B employees who have been counted against a cap to change to a new employer; and,
  • Allow current H-1B employees to work concurrently in a second H-1B position.

Also, positions at institutions of higher education or a related or affiliated nonprofit entity, at nonprofit research organizations, or with governmental research organizations are not subject to the H-1B cap.  H-1B petitions for positions at these exempted institutions may continue to be filed throughout the year.  A petition filed by an organization subject to the H-1B cap for an individual who has only been employed in H-1B status at an exempt institution would be subject to the H-1B cap, however, since that individual has not yet been counted against the H-1B cap.

I have H-1B status that expires soon.  Does the H-1B cap impact me?
No, the H-1B cap does not limit extensions of stay for people currently in H-1B status.  The company can file an H-1B petition and request extension of your stay, assuming that you are eligible for additional time.  You may stay up to six years in H-1B status, and may extend your H-1B status beyond the six year maximum if your labor certification application or I-140 Petition was filed at least one year before the time that you reach the end of your initial 6 years of H-1B status, or if labor certification and I-140 petition is approved and your priority date is not current (regardless of when your labor certification was filed).

I am currently in H-1B status but am considering taking a job with Another Company.  Does the H-1B cap impact me?
No, the H-1B cap does not limit petitions requesting a change of employer for individuals currently in H-1B status unless the individual has not been counted toward the cap because they are working for a cap-exempt employer.  For example, an individual currently working for a nonprofit research organization in H-1B status would not have been counted toward the cap and thus would be subject to the cap when the company files the H-1B petition to change employers.  For those already counted against the H-1B cap, USCIS will continue year-round to process petitions filed to change the terms of employment, to change employers, or to work concurrently in a second H-1B position.

My spouse is currently in H-4 status, but s/he has a job offer from an employer who is willing to petition for H-1B status for him/her.  Is s/he still subject to the H-1B cap?
Unless your spouse previously held cap-subject H-1B status or your spouse’s employer is a cap-exempt employer, then yes, s/he is subject to the cap. Having H-4 classification does not exempt a person from the H-1B cap.
If your spouse is subject to the cap, his/her petition cannot be filed until April 1 of the next fiscal year for an October 1 start date. In the meantime, your spouse may remain in the U.S. in H-4 status, but s\he would not be able to work in H-1B status until October of the next fiscal year once an H-1B petition is approved.

Graduates of U.S. Masters and Ph.D. Programs

I recently graduated with a Masters Degree from a university in the U.S.  Can I apply for an H-1B even though the cap has been reached?
The H-1B Visa Reform Act of 2004 exempts up to 20,000 graduates of U.S. Masters and Ph.D. programs from the H-1B cap each year.  To illustrate , in 2008, the H-1B exemption limit for U.S. Masters and Ph.D. degree holders was reached on April 30, 2007.  The earliest that a new cap-exempt H-1B petition may be filed is April 1, 2009, for an H-1B employment start date of October 1, 2009.

Your Avani  attorney will work with you to qualify for this exemption.

I received my Ph.D. from a U.S. university years ago, but have been working in my home country since that time.  Could I still qualify for a new H-1B petition?
The fact that you earned your Ph.D. from a U.S. university several years ago does not make you ineligible for this exemption. You would be eligible to file a U.S. advanced degree H-1B petition on April 1.

Your Avani attorney will work with you to determine if you qualify for this exemption.

Alternatives for Those Affected by the H-1B Cap

I am in the United States and the company is willing to submit an H-1B petition for me, but my current status runs out before October 1, 2008.  What can I do?
If you are in the United States in another nonimmigrant status that expires before October 1, 2008, you should contact your Avani attorney soon as possible.  You may be eligible to change to a different type of visa status while you wait for H-1B numbers to become available. Otherwise, you may need to depart the U.S. after your current status expires until you obtain H-1B status. It may be possible to work for a subsidiary of your company abroad during the gap. Your Avani attorney will loop in a Staffing contact if appropriate, to assist you in exploring this option.

Can I still get a new H-1B if I use premium processing, even though the H-1B cap has been reached?
No, premium processing will not enable you to avoid the H-1B cap.  Premium processing is a way to speed the adjudication of a case once it has been filed.  It does not provide extra H-1B numbers or exemptions. An H-1B petition that is subject to the cap and filed after the cap has been reached will be rejected and returned by the USCIS Service Center regardless of whether premium processing is requested.

My new H-1B petition was not filed before the H-1B cap was reached.  Leaving the United States would cause serious problems for me and for my family.  Is it possible to get a new H-1B after the cap has been reached based upon hardship?
No. The H-1B cap is a specific numerical limitation governed by federal law. Once the H-1B cap has been reached, no more cap-subject H-1B petitions will be accepted for processing by USCIS until numbers become available for the next fiscal year or until congressional intervention results in an increase in the H-1B cap. There is no exemption to the cap for hardship to either employer or employee caused by the unavailability of visa numbers.

You should consult with your Avani attorney to consider other nonimmigrant options.

Avani Employment Compliance Services February 11, 2010

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The Immigration Reform and Control Act (IRCA) requires, among other things, that an employee’s eligibility to work be verified by use of the Employment Eligibility Verification Form I-9. Below are some frequently asked questions about this fundamental legal cornerstone of the employment process.

Questions about the Verification Process

  1. Q. Where can I obtain the Form I-9 and the M-274, Handbook for Employers?

    A. Both the Form I-9 and the Employer Handbook are available as downloadable PDFs at www.uscis.gov. Employers with no computer access can order USCIS forms by calling our toll-free number at 1-800-870-3676. Individuals can also get USCIS forms and information on immigration laws, regulations and procedures by calling our National Customer Service Center toll-free at 1-800-375-5283.

  2. Q. Do citizens and nationals of the United States need to prove they are eligible to work?

    A. Yes. While citizens and nationals of the United States are automatically eligible for employment, they too must present the required documents and complete an I-9. Citizens of the United States include persons born in Puerto Rico, Guam, the Virgin Islands, and the Northern Mariana Islands. Nationals of the United States include persons born in American Samoa, including Swains Island.

  3. Q. Do I need to complete an I-9 for everyone who applies for a job with my company?

    A. No. You only need to complete I-9s for people you actually hire. For purposes of this law, a person is “hired” when he or she begins to work for you.

  4. Q. If someone accepts a job with my company but will not start work for a month, can I complete the I-9 when the employee accepts the job?

    A. Yes. The law requires that you complete the I-9 only when the person actually begins working. However, you may complete the form earlier, as long as you complete the form at the same point in the employment process for all employees.

  5. Q. I understand that I must complete an I-9 for anyone I hire to perform labor or services in return for wages or other remuneration. What is “remuneration”?

    A. Remuneration is anything of value given in exchange for labor or services rendered by an employee, including food and lodging.

  6. Q. Do I need to fill out an I-9 for independent contractors or their employees?

    A. No. For example, if you contract with a construction company to perform renovations on your building, you do not have to complete I-9s for that company’s employees. The construction company is responsible for completing I-9s for its own employees. However, you must not knowingly use contract labor to circumvent the law against hiring unauthorized aliens.

  7. Q. What should I do if the person I hire is unable to provide the required documents within 3 business days of the date employment begins?

    A. If an employee is unable to present the required document or documents within 3 business days of the date employment begins, the employee must produce a receipt showing that he or she has applied for the document. In addition, the employee must present the actual document to you within 90 days of the hire. The employee must have indicated on or before the time employment began, by having checked an appropriate box in Section 1, that he or she is already eligible to be employed in the United States.

    NOTE: Employees hired for less than 3 business days must produce the actual document(s) and the I-9 must be fully completed at the time employment begins.

  8. Q. Can I fire an employee who fails to produce the required documents within 3 business days?

    A. Yes. You can terminate an employee who fails to produce the required document or documents, or a receipt for a document, within 3 business days of the date employment begins. However, you must apply these practices uniformly to all employees. If an employee has presented a receipt for a document, he or she must produce the actual document within 90 days of the date employment begins.

  9. Q. What happens if I properly complete a Form I-9 and INS discovers that my employee is not actually authorized to work?

    A. You cannot be charged with a verification violation. You will also have a good faith defense against the imposition of employer sanctions penalties for knowingly hiring an unauthorized alien, unless the government can show you had actual knowledge of the unauthorized status of the employee, if you have done the following:

    1. Ensured that employees fully and properly completed Section 1 of the I-9 at the time employment began;
    2. Reviewed the required documents which should have reasonably appeared to have been genuine and to have related to the person presenting them;
    3. Fully and properly completed Section 2 of the I-9, and signed and dated the employer certification;
    4. Retained the I-9 for the required period of time; and
    5. Made the I-9 available upon request to an INS, DOL, or OSC officer.

Questions about Documents

  1. Q. May I specify which documents I will accept for verification?

    A. No. The employee can choose which document(s) he or she wants to present from the lists of acceptable documents. You must accept any document (from List A) or combination of documents (one from List B and one from List C) listed on the I-9 and found in Part 8 of this Handbook which reasonably appear on their face to be genuine and to relate to the person presenting them. To do otherwise could be an unfair immigration-related employment practice. Individuals who look and/or sound foreign must not be treated differently in the hiring or verification process.

  2. Q. If an employee writes down an Alien Number or Admission Number when completing Section 1 of the I-9, can I ask to see a document with that number?

    A. No. Although it is your responsibility as an employer to ensure that your employees fully complete Section 1 at the time employment begins, there is no requirement that employees present any document to complete this section.

    When you complete Section 2, you may not ask to see a document with the employee’s Alien Number or Admission Number or otherwise specify which document(s) an employee may present.

  3. Q. What is my responsibility concerning the authenticity of document(s) presented to me?

    A. You must examine the document(s) and if they reasonably appear on their face to be genuine and to relate to the person presenting them, you must accept them. To do otherwise could be an unfair immigration-related employment practice. If the document(s) do not reasonably appear on their face to be genuine or to relate to the person presenting them, you must not accept them.

  4. Q. Why are certain documents listed in both List B and List C? If these documents are evidence of both identity and employment eligibility, why aren’t they found in List A?

    A. Three documents can be found in both List B and List C: the U.S. Citizen ID Card and the ID Card for use of Resident Citizen in the U.S. – acceptable as ID Cards in List B – and a Native American tribal document. Although these documents are evidence of both identity and employment eligibility, they are not found in List A because List A documents are limited to those designated by Congress in the law. An employee can establish both identity and employment eligibility by presenting one of these documents. You should record the document title, issuing authority, number, and expiration date (if any) for that document in the appropriate spaces for both List B and List C.

  5. Q. Why is a Canadian driver’s license acceptable as a List B document and not a Mexican driver’s license?

    A. The United States-Canada Free-Trade Agreement and other reciprocal agreements between these 2 countries form the basis for accepting a Canadian driver’s license as a List B identity document. No such reciprocal agreements currently exist between the United States and Mexico that would allow or permit the use of a Mexican driver’s license as a List B identity document.

  6. Q. May I accept an expired document?

    A. You may accept an expired United States Passport. You may also accept an expired document from List B to establish identity. However, the document must reasonably appear on its face to be genuine and to relate to the person presenting it. You cannot accept any other expired documents.

  7. Q. How can I tell if an INS-issued document has expired?

    A. Some INS-issued documents, such as previous versions of the Alien Registration Receipt Card (I-151 and I-551), do not have expiration dates and are valid indefinitely. However, the 1989 revised version of the Alien Registration Receipt Card (Form I-551), which is rose-colored with computer readable data on the back, features a 2-year or 10-year expiration date. Other INS issued documents, such as the Temporary Resident Card (I-688) and the Employment Authorization Card (I-688A or I-688B) also have expiration dates. These dates can be found either on the face of the document or on a sticker attached to the back of the document.

  8. Q. Some people are presenting me with Social Security cards that have been laminated. May I accept such cards as evidence of employment eligibility?

    A. You may not accept a laminated Social Security card as evidence of employment eligibility if the card states on the back “not valid if laminated.” Lamination of such cards renders them invalid. Metal or plastic reproductions of Social Security cards are not acceptable.

  9. Q. Some people are presenting me with printouts from the Social Security Administration with their name, Social Security Number, date of birth and their parents’ names. May I accept such printouts in place of a Social Security Card as evidence of employment eligibility?

    A. No. Only a person’s official Social Security Card is acceptable.

  10. Q. What should I do if persons present Social Security Cards marked “NOT VALID FOR EMPLOYMENT,” but state they are now authorized to work?

    A. You should ask them to provide another document to establish their employment eligibility, since such Social Security Cards do not establish this.

  11. Q. What should I do if one of my employees tells me that his or her Social Security Number is invalid?

    A. You should tell the employee to get a proper Social Security Number by completing a Form SS-5. This form is available from the Social Security Administration. You do not need to amend your employment tax returns. However, when the employee gives you the new number, you should file a Form W-2C with the Social Security Administration for the years in which you reported income and withholding under the incorrect number. You will not be penalized or fined for the years during which you reported employees under incorrect numbers.

    You should also be aware that any Social Security Number starting with a “9″ is not a valid Social Security Number. Employees who are using such numbers should be instructed to get a proper Social Security Number using a Form SS-5.

  12. Q. May I accept a photocopy of a document presented by an employee?

    A. No. Employees must present original documents. The only exception is that an employee may present a certified copy of a birth certificate.

  13. Q. I noticed on the Form I-9 that under List A there are 2 spaces for document numbers and expiration dates. Does this mean I have to see 2 List A documents?

    A. No. One of the documents found in List A is an unexpired foreign passport with an attached INS Form I-94. The Form I-9 provides space for you to record the document number and expiration date for both the passport and the INS Form I-94.

  14. Q. When I review an employee’s identity and employment eligibility documents, should I make copies of them?

    A. The law does not require you to photocopy documents. However, if you wish to make photocopies, you should do so for all employees, and you should retain each photocopy with the I-9. Photocopies must not be used for any other purpose. Photocopying documents does not relieve you of your obligation to fully complete Section 2 of the I-9 nor is it an acceptable substitute for proper completion of the I-9 in general.

    NOTE 1: Although a Certificate of Naturalization (INS Forms N-550 and N-570) provides across the face of the document that it may not be copied, such certificates may be copied in this limited situation.

    NOTE 2: Copies of documents retained by Federal government employers must be kept separately from an employee’s official personnel folder.

Questions about Completing and Retaining the Form I-9

  1. Q. When do I fill out the I-9 if I hire someone for less than 3 business days?

    A. You must complete both Sections 1 and 2 of I-9 at the time of the hire. This means the I-9 must be fully completed when the person starts to work.

  2. Q. What should I do if I rehire a person who previously filled out an I-9?

    A. You do not need to complete a new I-9 if you rehire the person with 3 years of the date that the I-9 was originally completed, and the employee is still eligible to work. You should review the previously completed I-9, and if the employee’s work authorization has not expired, note the date of rehire in the Updating and Reverification Section on the I-9 (Section 3),and sign in the appropriate space. If the employee’s work authorization has expired, you also need to examine a document that reflects that the employee is authorized to work in the U.S., and record the document title, number, and expiration date (if any) in Section 3.

  3. Q. What should I do if I need to update or reverify an I-9 for an employee who filled out an earlier version of the form?

    A. You may line through any outdated information and initial and date any updated information. You may also choose, instead, to complete a new I-9.

  4. Q. Do I need to complete a new I-9 when one of my employees is promoted within my company or transfers to another company office at a different location?

    A. No. You do not need to complete a new I-9 for such promoted or transferred employees.

  5. Q. What do I do when an employee’s work authorization expires?

    A. You will need to reverify on the I-9 in order to continue to employ the person. Reverification must occur not later than the date that work authorization expires. The employee must present a document that shows either an extension of the employee’s initial employment authorization or new work authorization. You must review this document and, if it reasonably appears on its face to be genuine and to relate to the person presenting it, record the document title, number, and expiration date (if any), in the Updating and Reverification Section on the I-9 (Section 3), and sign in the appropriate space. You may want to establish a calendar call-up system for employees whose employment authorization will expire in the future.

    NOTE: You cannot refuse to accept a document because it has a future expiration date. You must accept any document (from List A or List C) listed on the I-9 and in Part 8 of this Handbook which on its face reasonably appears to be genuine and to relate to the person presenting it. To do otherwise could be an unfair immigration-related employment practice.

  6. Q. Can I avoid reverifying the I-9s by not hiring persons whose employment authorization has an expiration date?

    A. You cannot refuse to hire persons solely because their employment authorization is temporary. The existence of a future expiration date does not preclude continuous employment authorization for an employee and does not mean that subsequent employment authorization will not be granted. In addition, consideration of a future employment authorization expiration date in determining whether an alien is qualified for a particular job could be an unfair immigration-related employment practice.

  7. Q. As an employer, do I have to fill out all the I-9s myself?

    A. No. You may designate someone to fill out the I-9s for you, such as a personnel officer, foreman, agent, or anyone else acting in your interest. However, you are still liable for any violations of the employer sanctions laws.

  8. Q. Can I contract with someone to complete the I-9s for my business?

    A. Yes. You can contract with another person or business to verify employees’ identity and work eligibility and to complete I-9s for you. However, you are still responsible for the contractor’s actions and are liable for any violations of the employer sanctions laws.

  9. Q. As an employer, can I negotiate my responsibility to complete the I-9s in a collective bargaining agreement with a union?

    A. Yes. However, you are still liable for any violations of the employer sanctions laws. If the agreement is for a multi-employer bargaining unit, certain rules apply. The association must track the employee’s hire and termination dates each time the employee is hired or terminated by an employer in the multi-employer association.

  10. Q. What are the requirements for retaining the I-9?

    A. If you are an employer, you must retain the I-9 for 3 years after the date employment begins or 1 year after the date the person’s employment is terminated, whichever is later. If you are an agricultural association, agricultural employer, or farm labor contractor, you must retain the I-9 for 3 years after the date employment begins for persons you recruit or refer for a fee.

  11. Q. Will I get any advance notice if an INS, DOL or OSC officer wishes to inspect my I-9s?

    A. Yes. The officer will give you at least 3 days (72 hours) advance notice before the inspection. If it is more convenient for you, you may waive the 3-day notice. You may also request an extension of time in which to produce the I-9s. The INS, DOL, or OSC officer will not need to show you a subpoena or a warrant at the time of inspection.

    NOTE: This does not preclude the INS, the DOL, or the OSC from obtaining warrants based on probable cause for entry onto the premises of suspected violators without advance notice.

    Failure to provide the I-9s for inspection is a violation of the employer sanctions laws and could result in the imposition of civil money penalties.

  12. Q. Do I have to complete an I-9 for Canadians who entered the United States under the Free Trade Agreement?

    A. Yes. You must complete an I-9 for all employees. Canadians must show identity and employment eligibility documents just like all other employees.

  13. Q. If I acquire a business, can I rely on the I-9s completed by the previous owner/employer?

    A. Yes. However, you also accept full responsibility and liability for all I-9s completed by the previous employer relating to individuals who are continuing in their employment.

  14. Q. If I am a recruiter or referrer for a fee, do I have to fill out I-9s on persons whom I recruit or refer?

    A. No, with three exceptions. Agricultural associations, agricultural employers, and farm labor contractors are still required to complete I-9s on all individuals who are recruited or referred for a fee. However, all recruiters and referrers for a fee must still complete I-9s for their own employees hired after November 6, 1986. Also,all recruiters and referrers for a fee are still liable for knowingly recruiting or referring for a fee aliens not authorized to work in the United States.

  15. Q. Can I complete Section 1 of the I-9 for an employee?

    A. Yes. You may help an employee who needs assistance in completing Section 1 of the I-9. However, you must also complete the “Preparer/Translator Certification” block. The employee must still sign the certification block in Section 1.

  16. Q. If I am a business entity (corporation, partnership, etc.), do I have to fill out I-9s on my employees?

    A. Yes, you must complete I-9s for all of your employees, including yourself.

  17. Q. I have heard that some state employment agencies can certify that people they refer are eligible to work. Is that true?

    A. Yes. State employment agencies may elect to provide persons they refer with a certification of employment eligibility. If one of these agencies refers potential employees to you with a job order or other appropriate referral form, and the agency sends you a certification within 21 business days of the referral, you do not have to check documents or complete an I-9 if you hire that person. However, you must review the certification to ensure that it relates to the person hired and observe the person sign the certification. You must also retain the certification as you would an I-9 and make it available for inspection, if requested. You should check with your state employment agency to see if it provides this service and become familiar with its certification document.

Questions about Avoiding Discrimination

  1. Q. How can I avoid discriminating against certain employees while still complying with this law?

    A. You can avoid discriminating against certain employees and still comply with the law by applying the employment eligibility verification procedures of this law to all newly hired employees and by hiring without respect to the national origin or citizenship status of those persons authorized to work in the United States. To request to see identity and employment eligibility documents only from persons of a particular origin, or from persons who appear or sound foreign, is a violation of the employer sanctions laws and may also be a violation of Title VII of the Civil Rights Act of 1964. You should not discharge present employees, refuse to hire new employees, or otherwise discriminate on the basis of foreign appearance, accent, language, or name.

  2. Q. I know that the Act prohibits discrimination on the basis of citizenship status against “protected individuals.” Who are protected individuals?

    A. Protected individuals include citizens or nationals of the United States, lawful permanent residents, temporary residents, and persons granted refugee or asylee status. The term does not include aliens in one of those classes who fail to make a timely application for naturalization after they become eligible.

  3. Q. Can I be charged with discrimination if I contact the INS about a document presented to me that does not reasonably appear to be genuine and relate to the person presenting it?

    A. No. The anti-discrimination provisions of the Act only apply to the hiring and discharging of individuals. While you are not legally required to inform the INS of such situations, you may do so if you choose to.

Questions about Employees Hired Before November 6, 1986

  1. Q. Does this law apply to my employees if I hired them before November 7, 1986?

    A. No. You are not required to complete I-9s for employees hired before November 7, 1986. However, if you choose to complete I-9s for these employees, you should do so for all your current employees hired before November 7, 1986.

    NOTE: This “grandfather” status does not apply to seasonal employees, or to employees who change employers within a multi-employer association.

  2. Q. What if an employee was hired before November 7, 1986, but has taken an approved leave of absence?

    A. You do not need to complete an I-9 for that employee if the employee is continuing in his or her employment and has a reasonable expectation of employment at all times. However, if that employee has quit or been terminated, or is an alien who has been removed from the United States, you will need to complete an I-9 for that employee.

  3. Q. Will I be subject to employer sanctions penalties if an employee I hired before November 7, 1986, is an illegal alien?

    A. No. You will not be subject to employer sanctions penalties for retaining an illegal alien in your workforce if the alien was hired before November 7, 1986. However, the fact that an illegal alien was on your payroll before November 7, 1986, does not give him or her any right to remain in the United States. Unless the alien obtains permission from the INS to remain in the United States, he or she is subject to apprehension and removal.

Questions about Federal Income Tax Obligations

  1. Q. What advice should I give to my employees applying to legalize their status concerning their Federal income tax obligations?

    A. You can advise employees that when they apply to INS for permanent resident status, they will be given an IRS publication explaining requirements for filing Form W-4 or W-4A to insure correct withholding of tax records (if an invalid social security number was used) and other guidelines relating to tax benefits.

  2. Q. What advice should I give to newly-hired employees who ask about their Federal income tax obligations?

    A. First, you can tell them it is important to have a valid social security number and to properly complete a W-4 or W-4A so that the employer can withhold the proper amount for income tax. Second, you can encourage employees to apply for social security numbers for their dependent children who will be five years old or older by the end of the year. Since 1987, such numbers have been required to be provided for dependents claimed on tax returns.

Overview: L-1 Intracompany Transferees February 11, 2010

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Description of the L-1 Nonimmigrant Visa Classification

The L-1 classification allows foreign national employees of a multinational company to transfer from abroad to the United States to work for a parent, branch, affiliate or subsidiary of the multinational company in a managerial or executive capacity (“L-1A”) or in a position requiring specialized knowledge (“L-1B”).

Qualifications for the L-1 Visa Classification

To qualify for the L-1 classification, the employee must have been employed abroad for at least one continuous year out of the last three years at a parent, branch, affiliate or subsidiary of the multinational company. Any time spent in the United States during that time period will not count toward the one year of required employment.

The employee must be coming to work in the U.S. in an executive or managerial capacity of the multinational company, or in a position requiring “specialized knowledge.” An “executive” directs the management of the company or a major part or function of the organization, such as a vice-president or controller. A “manager” directs the organization or a department, or supervises a core function of the organization.  “Specialized knowledge” refers to employees with particular knowledge of the company’s products and their applications in world markets, or proprietary knowledge of the company’s processes or procedures.

Finally, the candidate must intend to depart the United States when the position ends or the L-1 status expires. However, employees may pursue lawful permanent resident status (i.e., a “green card”) while holding L-1 status without negatively impacting their status. Employees are not required to maintain a foreign residence.  This means that the doctrine of dual intent applies to the L-1 classification.

Length of Stay

The L-1 classification is initially granted for up to a three year period and is renewable for additional two year terms.
Executives and managers are granted L-1A status and may remain in the United States for up to seven years (3 years + 2 years+ 2 years). Employees with specialized knowledge are given L-1B status and may stay in the U.S. for up to five years (3 years + 2 years).

Family Members

Spouses and unmarried children under age 21 of employees holding L-1 status may receive L-2 status. Spouses in L-2 status may apply for work authorization in the United States and may work for any employer in the United States once the employment authorization document (“EAD card”) is issued by USCIS.  Family members may study at a school, community college or university in the United States. You should check with the schools on their policies on tuition and the number of hours that can be taken per semester while in L-2 status, as schools are permitted to develop their own individual policies on these issues.

Blanket L Petition

Many companies can be approved for a “Blanket L” petition by the U.S. Citizenship and Immigration Services (USCIS).  This petition allows a company to transfer employees of designated affiliates and subsidiaries to the United States without sending an individual petition to the USCIS for most employees.  Each transferred employee need only apply at a U.S. consulate for a visa for entry.

Advantages and Disadvantages

The L-1 classification does offer several advantages.  No annual limit exists on the number of visas issued, and L-1 status holders may pursue lawful permanent resident status.  When a company has been approved for a Blanket L petition, the application process for Blanket L-1 status is generally faster than other types of nonimmigrant work status because no individual petition to the USCIS is required.  A transferring employee may be able to obtain a Blanket L-1 visa and enter the U.S. in L-1 status within a matter of weeks.

FAQs about the L-1 Visa

I have visited the U.S. in the last year; does this cause a problem with the one continuous year requirement?
Brief periods spent in the United States for business or pleasure does not interrupt the one year of continuous employment abroad.  However, these periods cannot be counted toward the fulfillment of this requirement.
What does managerial capacity mean?

  • Managerial capacity means an assignment within an organization in which the employee primarily:
    Manages the organization, or a department, subdivision, function, or component of the organization;
    Supervises and controls the work of other supervisory, professional, or managerial employees, or manages an essential function within the organization, or a department or subdivision of the organization;
    If another employee or employees are directly supervised, a manager should have the authority to hire and fire or recommend personnel actions (such as promotion or leave authorization). If no employees are directly supervised, a manager should function at a senior level within the organizational hierarchy or with respect to the function managed; and
    Exercises discretion over the day-to-day operations of the activity or function for wish the employee has authority. A first-line supervisor is not considered to be acting in a managerial capacity merely by virtue of the supervisor’s supervisory duties unless the employees supervised are professional.

What does executive capacity mean?

  • Executive capacity means an assignment within an organization in which the employee primarily:
    Directs the management of the organization or a major component or function of the organization;
    Established the goals and policies of the organization, component or function;
    Exercises wide latitude in discretionary decision-making; and
    Receives only general supervision or direction from higher level executives, the board of directors, or stockholders of the organization.

What does specialized knowledge mean?

Specialized knowledge means knowledge possessed by an individual of the petitioning organization’s product, service, research, equipment, techniques, management, or other interests and its application in international markets, or an advanced level of knowledge or expertise in the organization’s processes and procedures.

How long can I stay in the United States in L-1 status?

L-1 status is generally approved initially for three years. Managers and executives in L-1A status may extend their stay in the United States for up to seven years in two year terms after the first three years (3 years + 2 years + 2 years).  Specialized knowledge employees with L-1B status may extend their stay up to a total of five years – two years beyond the initial three year term (3 years + 2 years).

What privileges do I have while in L-1 status?

While in L-1 status, you may

  • Live in the United States and work legally for a U.S. company that is a parent, branch, subsidiary, or affiliate of the multinational company that employed you abroad;
  • Travel within and outside of the United States;
  • Obtain L-2 status for your spouse (who may also apply for work authorization), and for your children who are under 21 years old;
  • Apply for lawful permanent resident status (a “green card”) without jeopardizing your L-1 status.

What are the limitations of L-1 status?

  • While in L-1 visa status, you may not:
  • Work for any other employer except the company who filed your L-1 petition;
  • Extend your stay beyond seven years if you are a manager or executive (in L-1A status), or five years if you are a specialized knowledge employee (in L-1B status).  You would have to leave the United States for a year or change to a different visa status in the United States after that time. However, if you have filed for a green card and have an I-485 application pending, you are not required to leave the U.S. Always check with your Avani attorney regarding departure requirements.

Is there a cap on the number of L-1s available each year?

No, there is no annual quota on the number of L-1s available each year.

Can I transfer or change jobs while in L-1 status?

Yes, you may transfer employment or change jobs but only to another location with the same company, or to another affiliated company in the United States.  If you plan to have significant changes in employment at your company, please contact your Avani attorney so that we may determine whether these changes may impact your immigration processes.  If you want to work for a company other than the one that sponsored your L-1 classification, you would have to change your status to a different work classification.

Can my spouse and children come to the United States with me?

Your spouse and your unmarried children under 21 years of age may accompany you to the United States.   Unless they are exempt from the visa requirement, your family members must apply for a visa stamp at a U.S. Embassy or Consulate.  They would be given L-2 visas to enter the U.S. in L-2 status, which is for dependents of a person in L-1 status.  The application for an L-2 visa requires a copy of the L-1 approval notice, valid passports, and evidence of the family relationship, such as marriage and birth certificates.  Your family should also check their Consulate’s website to ensure that the Consulate does not have additional requirements. If your family is already in the United States in a status that allows for a change of status, they may be eligible to file to change their status to L-2 while remaining in the United States.

Can my spouse and children work or attend school in the United States?

Your spouse with L-2 status can file an application to obtain authorization to work in the United States for any employer once s/he enters the U.S. in L-2 status.  Your children in L-2 status are not permitted to work.  Your spouse and/or children may study at a school, community college or university in the United States. You should check with the schools on their policies on tuition and the number of hours that can be taken per semester while in L-2 status, as schools are permitted to develop their own individual policies on these issues.

L-1 Visas and Corporate Transfers

This FAQ reflects general questions that are commonly asked about the L-1 intracompany transferee visa that is used by some employees of a company’s non-U.S. subsidiaries to transfer to the company’s U.S. operations.  The information provided below addresses several L-1 issues including L-1A and L-1B visa categories, L-1 visa application procedures, L-2 visas for dependent spouses and children, L-2 employment authorization cards and other related issues.

Eligibility to Apply for an L-1 Visa

In order to be eligible for the L-1 visa category, you must demonstrate that you have been working in a “specialized knowledge” or a “managerial” capacity for at least one year at a company subsidiary abroad and will be occupying a “specialized knowledge” or a “managerial” position with the company in the US.  The earliest that you would be able to apply for an L-1 visa would be after you have worked at the company subsidiary for one full year.

However, it should be noted that the one year of employment with the company subsidiary abroad requires actual physical presence outside the US.  Therefore, any time spent physically in the US during your employment with the company subsidiary does not count toward the one year of employment abroad requirement.  (For example, if you have been on the subsidiary payroll for 12 months, but one of those months has been spent physically in the US as a visitor for business meetings at the company in the U.S., you would not be eligible to apply for the L-1 visa until you have approved 13 months of employment at the company subsidiary abroad.)

Applying for your L-1 visa once you have accrued one year of time outside of the US while on the company subsidiary’s payroll is the absolute earliest time that you can apply for your L-1 visa.  Although you may be able to file your L-1 visa once the one-year requirement is satisfied, your application would be stronger the more time that you spend at the company subsidiary abroad given that you would be able to show more experience.  However, please note that Avani has had success in the past with L-1 visa applications filed at the one-year mark.

Length of Time Available for L-1 Status

There are two categories of the L-1 visa:  the L-1A “managerial” visa category and the L-1B “specialized knowledge” visa category.  Whether you qualify for the L-1A or the L-1B visa category will depend on whether the offered position in the U.S. is a “managerial” position or a “specialized knowledge” position:

L-1A “managerial” positions – Generally speaking, it is easier to establish eligibility for the L-1A category if you will be occupying a mid-to-high level managerial position with direct reports (i.e. full time employees reporting to you).  However, you may still qualify if you will be occupying a “functional manager” position — one that manages an essential function of the company.

If you are eligible for the L-1A visa category, you would be able to work in the U.S. pursuant to L-1A status for a maximum of seven (7) years (initial period of 3 yrs + 2 yr extension + 2 yr extension).

L-1B “specialized knowledge” positions – This type of position requires someone with “specialized knowledge” of a company’s products or processes to perform the duties associated with the position.  An L-1B applicant would be able to demonstrate specialized knowledge if they have proprietary knowledge of the company’s product lines and/or have an advanced level of knowledge of the processes and procedures of the company based on their experience with the company subsidiary.

If you are eligible for the L-1B visa category, you would be able to work in the U.S. pursuant to L-1B status for a maximum of five (5) years (initial period of 3 yrs + 2 yr extension).

The process for applying for the L-1 visa

Your Avani attorney will work with you to prepare your L-1 visa application documents and have you schedule a visa appointment at the U.S. consulate that is closest to your current residence.  Once your L-1 visa application documents have been completed, they will be forwarded to you prior to your scheduled visa appointment so that you can use them in support of the L-1 visa application that you will have to complete online when scheduling your visa appointment.  You will have to bring to your scheduled appointment a printout confirming the online filing of the visa application along with proof of payment of the visa application fee (according to the instructions provided online when you schedule your visa appointment) and the L-1 visa packet that will be prepared and sent to you from your Avani attorney.

Canadian citizens are not required to apply for an L-1 visa at a U.S. consulate.  Canadian citizens can apply for L-1 status at a US port-of-entry or at pre-flight inspection at certain airports in Canada prior to entering the U.S.

(**Although most applicants will be able to apply for their L-1 visas directly with a U.S. consulate abroad, some may be required to have an L-1 petition filed on their behalf with the U.S. Citizenship and Immigration Services (USCIS) by the company and wait for it to be approved before they can file their visa application with the U.S. consulate.  An L-1 petition filing with the USCIS may be required in cases involving applicants who do not have at least a Bachelor’s Degree in a field related to the proposed position at the company in the U.S.  Please note that this can delay the overall amount of time it would take to secure the L-1 visa for the transferee.)

L-1 Visa Processing Time Guidelines

The overall amount of time that it will take to obtain an L-1 visa will depend on:

  • The availability of visa appointments at the U.S. consulate where you will be applying for your L1 visa; and
  • Whether your visa application will be subjected to a security background check delay, a PIMS delay or a TAL check delay.

As mentioned previously, L-1 visa applicants (other than Canadian citizens) must schedule a visa appointment at a U.S. consulate abroad in order to file their L-1 visa application.  Availability of visa appointments vary throughout the year.  You should check on the availability of visa appointments as early as possible in order to secure an appointment that best accommodates your targeted start date and travel plans.  You can access the visa appointment scheduling system for a particular U.S. Consulate through that U.S. Consulate’s website.

Visa processing delays due to lengthy security background checks:

Security background checks are required for all visa applications filed at U.S. consulates.  In some cases, security background checks can be lengthy (anywhere from a few weeks to several months).  Based on our experience, there is a higher chance for a security background check delay associated with a visa application filing under the following circumstances:

  • If the applicant is a citizen of (or was born in) a country that is considered to be a higher security risk.  These countries may include, but are not limited to, the following:  Afghanistan, Algeria, Bahrain, Bangladesh, Egypt, Eritrea, Indonesia, Iran, Iraq, Jordan, Kuwait, Lebanon, Libya, Morocco, North Korea, Oman, Pakistan, Qatar, Saudi Arabia, Somalia, Sudan, Syria, Tunisia, United Arab Emirates, Yemen.
  • If the applicant has a common name.  A background check of a common name may result in multiple security hits, which would take time to go through and distinguish the applicant’s information from other information that is related to others with the same or similar name.

Visa processing delays due to PIMS electronic verification check:

In addition to security background checks, the U.S. consulate must conduct a PIMS check, which requires electronic verification from the U.S. Citizenship and Immigration Services (USCIS) confirming that the company’s blanket L-1 petition was previously approved by the USCIS.   (The approved blanket L-1 petition allows qualified applicants to apply for their L-1 visas directly with the U.S. consulate instead of requiring an individual L-1 petition to be filed and approved by the USCIS first.)  PIMS checks generally take approximately 4 business days or less, but could possibly take longer to complete.

Visa processing delays due to a TAL (technology alert list) check:

Some filings may result in a TAL check delay, which generally last anywhere from a few weeks to a couple of months.  TAL checks are conducted to prevent the unauthorized transfer of technology (technology which could be used in military weaponry) from the U.S. to certain countries.  (TAL checks have come up in the past in connection with certain visa applications filed by some applicants who are citizens of China and are working for a company in a research capacity.  In these cases, the U.S. Consulate has asked for more detailed information about the applicant’s job duties and the technology that the applicant has exposure to in connection with his/her position.)

If there are no delays with any of the aforementioned checks, most L-1 visa applications are processed within a week after the visa appointment at the U.S. consulate.  An L-1 visa with your picture on it should be stamped in your passport once your L-1 visa application is approved.

Documents Needed to Enter the U.S.

When you arrive an a U.S. port-of-entry, you will have to present your valid passport (which should be valid for at least 6 months beyond the expiration date of the L-1 visa), your new L-1 visa in your passport, and the stamped copy of the documents that were included with your L-1 visa application filing.  Upon review of the documents, the Inspecting Officer at the port-of-entry should provide an I-94 card in your passport reflecting L-1 status and an expiration date that matches the “PED” date on your L-1 visa.  The L-1 I-94 card reflects the period of time that you are authorized to work and reside in the U.S. in L-1 status.

L-2 Status for Spouses

Your spouse is eligible to apply for an L-2 dependent spouse visa at the U.S. consulate.  Your spouse can apply for the L-2 at the same time that you apply for your L-1, OR can apply at a later date after you are in the U.S. in L-1 status.  The spouse would have to schedule a visa appointment at a U.S. consulate in order to apply for the L-2 visa.  A visa application would have to be completed on-line at the time of the appointment scheduling.  Once the visa application is completed on-line, a confirmation page would have to be printed out and brought to the scheduled visa appointment.

If your spouse will be applying for the L-2 visa at the same time you are applying for your L-1 visa, your spouse should submit the following during the scheduled visa appointment:

  • His/her valid passport.
  • Printout reflecting electronic/on-line submission of visa application.
  • Evidence of payment of visa application fee.
  • Copy of Marriage Certificate evidencing marital relationship.  (Should bring original Marriage Certificate as well in case consular officer wants to compare copy to original.)
  • Complete copy of the L-1 visa documents submitted by principal L-1 applicant.
  • If the dependent spouse will be applying for the L-2 visa after the L-1 employee has already obtained the L-1 visa, entered the U.S. and commenced employment with the petitioning company, then the dependent spouse should also include copies of the L-1 employee’s two (2) most recent paystubs from the company and current I-94 card reflecting L-1 status.

Work Eligibility for Spouse in L-2 Status

L-2 dependent spouses are authorized to work once they receive L-2 Employment Authorization Cards (EAD cards).  Once an L-2 dependent spouse enters the U.S. in L-2 status, an L-2 EAD card application can be filed with the USCIS.  The dependent spouse would be able to start working for any U.S. employer once the EAD card is received.  The maximum validity period on the L-2 EAD card will be for two (2) years.  (The expiration date on the EAD card will be either the L-2 expiration date or two (2) years from the date of the EAD application approval, whichever is earlier.)

Avani provides support for L-2 EAD card application filings for L-2 spouses.  In addition, Avani also provides support for renewal EAD card applications for L-2 spouses.  However, please note that L-2 spouses should carefully monitor their EAD card expiration dates to ensure that renewal EAD card applications are filed early enough to obtain a new EAD card before their current one expires.  (L-1 employees should contact their Avani attorney and paralegal if they have not been contacted 4 months prior to their L-2 spouse’s EAD expiration date.)  Renewal EAD card applications can be filed up to four (4) months in advance of the current EAD card’s expiration date.  The new EAD card should be obtained before the current EAD card expires in order to maintain continuous uninterrupted work authorization.

L-2 Status for Children

Unmarried children under the age of 21 should be eligible to apply for an L-2 visa.  Your children can apply for the L-2 at the same time that you apply for your L-1, OR can apply at a later date after you are already in the U.S. in L-1 status.  However, children under a certain age would not be required to attend a visa appointment.  (Please check with the specific U.S. Consulate where the visa application will be filed for information regarding the visa appointment exemption for applicants under a certain age.)  The children must, however, be present in the same country as the U.S. consulate that will be processing their visa application.

Regardless of whether a visa appointment would be required, the following documents should be submitted in connection with the L-2 visa application filing:

  • His/her valid passport.
  • Printout reflecting electronic/on-line submission of visa application.
  • Evidence of payment of visa application fee.
  • Copy of Birth Certificate evidencing relationship to L-1 applicant.  (Should bring original Birth Certificate as well in case consular officer wants to compare copy to original.)
  • Complete copy of the L-1 visa documents submitted by principal L-1 applicant.
  • If the child will be applying for the L-2 visa after the L-1 employee has already obtained the L-1 visa, entered the U.S. and commenced employment with the petitioning company, then the dependent child should also include copies of the L-1 employee’s two (2) most recent paystubs from the company and current I-94 card reflecting L-1 status.

Work Eligibility for Children in L-2 Status

L-2 children are not eligible for L-2 EAD cards.  Only L-2 spouses can obtain L-2 EAD cards.

Documents to bring when traveling internationally in order to re-enter the U.S. in L-1 status

In addition to bringing your valid passport (which should be valid for at least six (6) months following the “PED” date on your L-1 visa) with your valid L-1 visa, you should also bring the following documents:

  • The stamped copy of the documents that were submitted with your L-1 visa application at the U.S. consulate.
  • Copies of your two (2) most recent paystubs.
  • Your company employee I.D. card (if available).

Traveling to Canada or Mexico for 30 days or less:

If you will be visiting Canada or Mexico for 30 days or less, you will be able to use your current valid L-1 I-94 card to re-enter the U.S. (so long as your L-1 I-94 card is still valid at the time of your re-entry to the U.S.).  In other words, you would not need a valid L-1 visa to re-enter the U.S. under these circumstances.  (For example, if an L-1 extension is filed and approved for you, you would receive a Form I-797 L-1 Approval Notice with a new I-94 attached to the bottom of the Form, which can be used for re-entry to the U.S. if traveling to Canada or Mexico for 30 days or less.  You would not receive a new L-1 visa unless you apply for a new L-1 visa at a U.S. Consulate abroad.)

When traveling to Canada or Mexico, you should not have to relinquish your current I-94 card before leaving the U.S.  You can use your valid I-94 card, along with your valid passport, copies of your two (2) most recent paystubs, and your company I.D. to re-enter the U.S. in L-1 status.  (** Citizens or nationals of Iran, Iraq, North Korea, Syria, and Sudan are not eligible for re-entry to the U.S. from Canada or Mexico using a valid I-94 card under this “30 days or less” rule.)

For any international travel (including travel to Canada and Mexico), you should always check with your Avani attorney before confirming international travel plans so that they can assess whether there would be any re-entry issues or any impact on your green card process.

Starting the green card process

If the company wishes to petition for a green card for you, Avani can start working on your green card matter once you commence your employment with the company in the U.S.

Marriage During Green Card Process February 11, 2010

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Marriage during Green Card Process Overview

If you are planning to get married during your green card process, the timing and location of your marriage can make a big difference in the options available for you and your spouse.  If you marry a U.S. citizen, you may file for a green card based on your marriage.  Marriage to a U.S. permanent resident may also provide you with new options for obtaining a green card.  You should contact your Avani attorney as soon as possible to discuss your options.  If you are marrying a non-U.S. citizen or resident, it is best for you to be married before filing your adjustment of status application.  You may also get married after filing the adjustment application, but before your application is approved.  If your adjustment application has already been approved, your options will depend on whether your spouse is inside the United States or outside the United States when the application is approved.

Before you finalize your marriage plans, please discuss your options with your Avani attorney.

Marriage to a U.S. Citizen

Marriage to a U.S. citizen provides certain benefits.  Spouses of U.S. citizens may immigrate as “immediate relatives,” which do not have annual limits on visa availability.  Generally, if you are lawfully in the United States, your U.S. citizen spouse may file a Form I-130, Petition for Alien Relative, at the same time as you file a Form I-485, Application to Adjust Status, together with petitions for work and travel authorization.  Permanent residency based on marriage to a U.S. citizen is “conditional” for two years.  This means that your green card would expire in two years, requiring you and your spouse to jointly apply to remove those conditions after that period.

Generally, filing an application based on your marriage is faster than filing based on employment.  Please contact your Avani attorney as soon as possible for assistance with filing a marriage-based adjustment application.

Marriage to a U.S. Permanent Resident

Marriage to a U.S. permanent resident may also provide you with options for a green card.  Whether you should file a petition based on your marriage depends on where you are in the green card process, the processing times at the USCIS, and the wait times for visas.  Please contact your Avani attorney to discuss your options.

Marriage to a Foreign National

Marriage to a non-U.S. citizen or permanent resident will require careful consideration of immigration issues.  The timing of your marriage can dramatically affect you and your spouse’s immigration choices.  Although it is best from an immigration perspective for you and your spouse to marry before jointly filing your adjustment application, the examples below also discuss your options if your marriage occurs after your application has been filed.

Marriage before Filing Adjustment

Ideally, the best time for you to get married from an immigration standpoint is before your adjustment of status application is filed.  If you are married before your adjustment of status application (called the I-485) is filed, you and your spouse can file your I-485 applications together.  This will allow your applications to be decided at the same time, and you and your spouse should get your permanent resident status at the same time.

If your marriage occurs less than one year before the filing of the green card application, the U.S. Citizenship and Immigration Services (“USCIS”) may request a personal interview with both you and your spouse to verify that your marriage is valid.

Marriage after Filing Adjustment but Before Approval

If you and your spouse cannot file your adjustment of status applications together, we recommend that your spouse enter the United States prior to your I-485 approval.  Once your spouse is in the United States, we may file your spouse’s I-485 application with a request that it be linked to your application (called “interfiling”).  If your spouse enters the U.S. before your I-485 is approved and we interfile your spouse’s application, it may take the USCIS some time to match up your spouse’s application with yours.  This may result in delays for your applications.

If you decide to marry after your adjustment of status application is filed, you must marry before your green card is approved in order for your spouse to obtain a green card benefit through your employment-based application.

Case is approved and Spouse is Inside the United States

If your spouse enters the United States before your I-485 application is approved, but does not file their own adjustment application until after your I-485 is approved, your spouse may still file the I-485 application because you were married before the approval of your green card.

Please note that this situation may cause some problems with your spouse’s immigration status.  If your spouse entered the United States as a dependent on your work visa, your spouse’s dependent immigration status terminates when your adjustment application is approved.  Your spouse may begin to accrue unlawful presence in the United States after that time, which can cause serious problems when applying for permanent residency.  In this situation, it is extremely important that you contact your Avani attorney as soon as possible.

Case is Approved and Spouse is Outside the United States

If your spouse is outside the United States when your case is approved, your spouse would normally have to remain abroad and convert to permanent resident status through consular processing.  Consular processing is time consuming and many companies not assist with that process.

Your spouse may also enter the United States and adjust to permanent resident status if your spouse has their own independent nonimmigrant visa status.

Marriage after Green Card Approval

If your green card is approved before you marry, your spouse will not be able to obtain a green card through your employment-based filing.  You will have to apply for a green card for your spouse based on marriage to a legal permanent resident.  This process can take several years.  Your spouse may have to remain outside the United States during this time unless he or she is able to obtain nonimmigrant visa status (such as H-1B or L-1).

Visa Application for Your Spouse or FiancĂŠ to Enter the United States

One important consideration in planning your wedding will be obtaining a U.S. visa for your fiancĂŠ or spouse who is not a U.S. citizen or permanent resident.  You may decide to get married in the United States, or you may get married abroad and return with your spouse to the U.S.  These choices may dramatically affect your spouse’s ability to obtain a visa to enter the U.S.  In any case, your spouse must be in the United States to file an adjustment of status application to become a permanent resident as your dependent.

Marriage Abroad and Dependent Nonimmigrant Visa

Once you are married, your spouse may qualify for a nonimmigrant visa as your dependent if you still have valid work visa status (such as H-1B or L-1 visa).  You may choose to get married abroad and apply at a U.S. consulate abroad for a dependent visa for your spouse.  Please contact your Avani attorney at least six weeks in advance of your wedding abroad for assistance in preparing the visa application for your prospective spouse.

Please note that if you are residing and working in the U.S. as an adjustment applicant and no longer have nonimmigrant work visa status, then your spouse cannot enter on a dependent nonimmigrant visa.

Marriage in the U.S. if FiancĂŠ Has Nonimmigrant Visa

Alternatively, you may get married in the United States if your fiancĂŠ can enter the United States in another nonimmigrant visa status.  For instance, your fiancĂŠ may be in the United States on an H-1B, L-1, TN or other work visa.  In that circumstance, you may be married in the United States and then file the adjustment of status documents after your marriage.
If your fiancĂŠ is not yet in the United States, it may be difficult to obtain a nonimmigrant visa.  Many temporary visas require applicants to show that they do not intend to remain permanently in the United States.  Your fiancĂŠ would not be able to show “nonimmigrant intent” because your fiancĂŠ intends to become a permanent resident after entry.  For example, it is not permissible for your spouse to enter the U.S. as a tourist (in B-2 visa status) and then file to convert status to permanent resident, as this may be considered immigration fraud and a misuse of the B-2 visa.  In this circumstance, you may need to apply for a FiancĂŠ Visa (see below).

Obtaining a FiancĂŠ Visa (K-1)

If you are planning to be married in the United States but your fiancĂŠ lives abroad, your fiancĂŠ will require a visa to enter the United States.  If your fiancĂŠ is not eligible for another type of nonimmigrant visa, you may petition the U.S. Citizenship and Immigration Services for a K-1 visa (fiancĂŠ visa).  After the petition is approved, your fiancĂŠ may apply to have a visa issued at a U.S. embassy or consulate abroad. The marriage must take place within 90 days of your fiancĂŠ entering the United States, and your fiancĂŠ is only eligible to enter the U.S. once on a K-1 visa.  More information on this process is available on the USCIS website on How Do I Bring My FiancĂŠ to the United States?

Work Authorization for Spouse

Once your spouse is in the United States, you may apply for employment authorization for your spouse as part of the adjustment of status (I-485) application.  Once the employment authorization document (“EAD”) is received, your spouse will be authorized to work for any employer during the validity period stated on the EAD card.  Generally, the EAD card is valid for one year and can be renewed while the I-485 is pending.

Travel Authorization for Spouse

Once your spouse is in the United States, your Avani attorney can apply for permission to travel (called “advance parole”) for your spouse as part of the adjustment of status (I-485) application.  If you still retain underlying work visa status and your spouse is in the U.S. as a dependent of your work visa, your spouse may also be able to travel based on the underlying work visa status plus the adjustment receipt.  In all cases, there is a period of time where travel abroad is not possible.  International travel is prohibited either while waiting to receive the adjustment receipt or while the advance parole request is being decided.

Permanent Residence is Not Permanent February 11, 2010

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The Risks Associated with Green Cards

As a permanent resident, there is always a risk that you can lose your green card and even become subject to deportation and exclusion from the United States. Grounds for losing your green card include:

  • Traveling outside the Untied States territories for too long
    • Even traveling for 6 months can cause problems
  • Risk of Deportation for Certain Crimes
    • Examples include DUIs, serious traffic violations, and drug convictions.
  • Why Risk Family Separation?
    • The immigration courts are famous for deporting anyone who violates immigration laws even if they have a spouse and children at home that they will have to leave behind.

Many Advantages to Becoming a Citizen

  • No Risk of Deportation
    • United States citizens cannot be deported, while green card holders may be deported in certain cases, such as being convicted of a crime of moral turpitude.
  • Dual Citizenship
  • Double taxation – It can actually be a good thing (the foreign tax credit),
  • Military service exceptions for some countries,
  • Freedom of travel for spouse,
  • Children of dual citizens have more education options,
  • Traveling with two passports has privileges,
  • Employment opportunities for dual citizens are better (no need for work visa in home countries),
  • Entitlement to social programs in more than one country, and
  • Property ownership in multiple countries.
  • Travel Inside the United States without Restrictions
  • U.S. citizens do not have to carry proof of citizenship, while green card holders must always be able to prove their legal status in the United States by carrying a valid green card. ICE (Immigration and Customs Enforcement) has detained permanent residents who did not have their green cards with them.
  • Reside Worldwide
    • U.S. citizens can reside abroad for as long as they wish, while green card holders may have their permanent resident status revoked.
  • U.S. citizens are eligible to receive additional services and assistance from U.S. Embassies and Consulates abroad.
  • The Ability to Sponsor Relatives (Including Parents)
  • The Right to Vote and Run for Public Office
  • US citizens are also eligible to apply for governmental jobs as many government contracts and jobs require the applicant to be a United States citizen.

There are intangible benefits of US Citizenship. Many Green Card holders feel that they would like to make the United States their permanent home. Therefore, there is a psychological benefit to being a United States citizen, and being on equal footing with one’s peers.

Who Can Apply for Naturalization

  • Foreign nationals living in the U.S. as lawful permanent residents for at least 5 years prior to filing with no single absence from the U.S. of more than one year
  • Spouses who have been permanent residents for 3 years, who are currently married to a U.S. citizen, and have been married to the same U.S. citizen for the past 3 years
  • Foreign nationals who have obtained permanent resident status through political asylum or are refugees and living in the U.S. as lawful permanent residents for at least four years
  • Certain Veterans of U.S. Armed Forces
  • Lawful Permanent Residents with three years U.S. Military Service
  • Veterans who have served the U.S. Military Service honorably in any of the periods of armed conflict with hostile foreign forces
  • Foreign nationals married to a U.S. citizen who died during a period of honorable active duty service in the U.S. Armed Forces
  • Foreign nationals who served on a vessel operated by the U.S. government or a vessel registered in the U.S. and owned by a U.S. corporation or citizen, who have been lawful permanent residents for at least five years
  • Foreign national employees or individuals under contract to the U.S. Government, who have resided in the U.S. as lawful permanent residents for at least five years
  • Foreign nationals performing ministerial or priestly functions for a religious denomination or an interdenominational organization, who have resided in the U.S. as lawful permanent residents for at least five years

Why Use Avani’s Naturalization Immigration Service?

  • Process your application online: Fast, Easy & Secure
  • Experienced immigration attorneys prepare and file your case
  • Avoid costly mistakes and subsequent delays with the USCIS
  • Track the progress of your case online: 24 hours a day
  • Access to legal advice from the comfort of your home or office
  • Send unlimited case questions to your Avani attorney and receive timely responses online
  • Low, flat fee – No hidden costs.

Immigration Service Includes:

  • Full Review of your personal circumstances
  • Confirmation that the Naturalization is appropriate for you
  • Checklist of documents that you need for your Naturalization
  • Accurate preparation of your visa application
  • Submission of your visa application to the proper government agencies
  • Careful co-ordination of all correspondence with government agencies
  • Expert advise on how to handle yourself at your Consular or USCIS interview, and what to expect
  • Online access to your case status
  • Unlimited personal communication with your own Avani immigration attorney
  • Fast, easy and secure processing of you payments
  • Personal online Avani account to stay updated on your status.

Services Do Not Include:

  • Administrative or court review
  • Appeals from adverse initial decision
  • Deportation proceedings
  • Any certification to the successful outcome of the case.

Notes

  • U.S. permanent residents planning to leave the U.S. for more than a year must obtain a Reentry Permit prior to leaving the U.S. Apply for Reentry Permit.

Avani’s Guarantee

  • We thoroughly review your circumstances, determine the appropriate strategy and submit an accurate application to the necessary government agencies.

O-1 Visa Overview February 11, 2010

Posted by aicvisa in Uncategorized.
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Description

The O-1 visa is a temporary work visa available to foreign national employees who have “extraordinary ability in the sciences, arts, education, business or athletics.”  The O−1 visa is available to those in who can demonstrate a record of “extraordinary achievement.”  “Extraordinary ability” is defined as “a level of expertise indicating the person is one of the small percentage who have risen to the very top of the field of endeavor.”  The initial O-1 visa is granted for three years.  An individual may apply for extensions in additional one-year increments with United States Citizenship and Immigration Services (USCIS). There is no cap on the amount of time an individual can remain in O-1 status.

Eligibility

To be eligible for O-1 status, the employee must present evidence of sustained national or international acclaim. For individuals in the sciences, education, business, and athletics, the petition materials must demonstrate that the individual is in the top of his or her respective field.  This can be established through evidence of receipt of a major, internationally recognized awards, such as a Nobel Prize.  Alternatively, we may submit evidence of at least three of the following:

  • receipt of nationally or internationally recognized prize or awards;
  • membership in organization that requires outstanding achievement;
  • published materials in professional or major trade publications;
  • judgment of the work of others;
  • original scientific or scholarly work of major significance in his/her field;
  • evidence of authorship of scholarly work;
  • evidence that he or she has been employed at organization with a distinguished reputation;
  • evidence that the individual has commanded and does command a high salary.

An O-1 visa holder is not required to maintain a foreign residence.  An O-1 visa also allows “dual intent,” meaning that approval of a labor certification or the filing of an immigrant petition cannot be the basis for denying an O-1 petition.  See the section on Permanent Residency (below).

Length of Stay

O-1 visa status is issued for the period of time necessary to conclude the proposed employment or event.  An initial stay may be granted for up to three years.  Extensions are possible in one year increments after that time, but these extension requests must show that the employee’s continued presence would be required. The beneficiary may be admitted ten days before the validity period of the visa, and stay until ten days after that period (the beneficiary cannot work during these ten day periods).

There is no set maximum period for O-1 status. Theoretically, it can be indefinite. However, the length of the approved stay is determined by the time needed for the employee to perform his or her duties or activities with the petitioning employer.

Procedures and Forms

To obtain an O-1 visa, an employee must file a petition with the U.S. Citizenship and Immigration Services (“USCIS”).  The petition can be filed up to six months before the prospective work is to begin. The petition must be accompanied by a written advisory opinion describing the person’s achievements and contribution to the field.

Advisory Opinion

Usually, the first step in an O petition process is obtaining an advisory opinion from an appropriate consulting entity.  The advisory opinion may be obtained from a peer group, a labor organization, a management organization, or from people with expertise in the applicant’s field. This advisory opinion must describe the applicant’s ability and achievements in the field of endeavor, the nature of the duties to be performed, and whether the position requires a person of extraordinary ability.
An advisory letter is not required under the following circumstances:

  • An expeditious handling of the petition is requested (only in circumstances where the applicant needs to attend an event, and an advisory opinion can not be obtained before that time);
  • An appropriate consulting entity does not exist, as established by the petitioner; or,
  • A waiver of the advisory opinion is made because a consultation has taken place within the prior two years with regard to a previous admission to render similar services.

The O Petition

To file an O Petition, the employer must submit a Form I-129 Petition for Non-Immigrant Worker, together with an I-129 O/P Supplement.  The petition will specify a consulate where the O-1 visa stamp may be obtained.
The materials that are sent with the O-1 visa petition include:

  1. Form I-129 with O/P Supplement;
  2. One of the following:
    • An advisory opinion;
    • Evidence that an appropriate consulting entity does not exist;
    • A request for expeditious handling; or
    • A request for a waiver of the consulting requirements.
  3. A letter from the employer supporting the petition;
  4. Supporting Documentation; and,
  5. The filing fee.

Supporting documentation

The supporting documentation must provide evidence that the employee qualifies as an individual with “Extraordinary Ability.”  These documents will also prove that the individual will be employed in activities using those extraordinary abilities, such as with an employment contract and a written discussion of the work to be performed.

For proof that the employee is an individual of extraordinary ability, the following types of documents can be submitted in support of an O Petition:

  • Degree certificates and evaluation reports of the individual;
  • Publications, presentations, abstracts, invitations to conferences for the individual, as well as citations to such publications;
  • Comments on the individual’s work by others in the field;
  • Requests for reprints of publications written by the individual;
  • Evidence of awards or honors received;
  • Evidence of membership in professional associations;
  • Documents of the individual’s participation as the judge of the work of others in the field, either individually or on a panel;
  • Critical reviews, advertisements, press releases, publications contracts, or endorsements;
  • Curriculum Vitae for the individual; and,
  • Recommendation letters from experts in the field explaining the employee’s standing as an individual of extraordinary ability.

The listing above is not exhaustive.  Other forms of evidence may be used.

Application for Visa Stamp

Once the employer obtains an approval of the O-1 Visa petition, the employee may apply for an O-1 visa stamp at a U.S. consulate in the employee’s home country, or in certain third countries indicated in the O-1 petition.

In some circumstances, an individual may be able to apply for change to O-1 status without leaving the United States.  However, if the employee subsequently travels abroad, it may be necessary to obtain an O-1 visa stamp at a U.S. Consulate or Embassy before reentering the U.S.  If you are the beneficiary of the O-1 classification based on changing your status while in the U.S., and you plan to travel abroad, please contact your Avani attorney at least 3 weeks before planning any travel.

Family Members

The spouse and unmarried children (under 21 years of age) of an O-1 visa holder may obtain O-3 visa status in the United States.  Individuals in O-3 visa status are allowed to reside in the United States, but may not work.  If the spouse or child would like to work in the U.S., they may apply for a different nonimmigrant status that provides employment authorization.

Change of Status

O-1 foreign nationals and their O-3 dependents may change to another immigration status if they are eligible for that status.  In some circumstances, an O status holder will not be permitted to change status in the United States, and must instead seek a visa abroad for the new status.

Comparison with Other Visa Status

O-1 Status applies to more types of work than other types of employment-related visas.  For instance, while H-1B status is limited to professionals in a specialty occupation, the O-1 visa can be obtained be athletes, entertainers, researchers and others who have achieved acclaim in their particular field.  Also, O-1 status could be obtained by those in H-1B status who have exhausted their full authorized stay.  In addition, the O-1 visa status does not have an established limit on the length of time allowed in the United States.

However, the O-1 visa requires the individual to prove “extraordinary ability” in a particular field.  This high standard can be difficult to prove, and not everyone qualifies for this type of visa.  Your Avani attorney can assist you in determining the best type of visa in your particular circumstances.

O-1 Visas for J-1 Visitors

Employees in J-1 exchange visitor visa status may be able to change to O-1 visa status, even if they have not yet fulfilled their two year home residency requirement.  Many people who hold or have held J-1 or J-2 status are not permitted to obtain H or L visa status until they spend two years in their home country, or get approval for a waiver of the two-year residency requirement.  J-1 visa holders may file for O-1 visa status without fulfilling their home residency requirement.  These individuals may not change their status while remaining in the United States, but must obtain an O-1 visa stamp either in their home country or a third county.

Although an employee may obtain O-1 status without fulfilling the two-year J-1 home residency requirement, such a person may not become a permanent resident in the United States until the foreign residency requirement has been fulfilled or a waiver of the requirement is obtained.

Permanent Residency

Employees in O-1 visa status and their dependents can apply for permanent residency.  Filing a labor certification or immigrant petition will not jeopardize their O-1 status or their ability to obtain an O-1 visa.

There are several different options for obtaining permanent resident status.  One of the most popular for O-1 visa holders is the EB-1A Extraordinary Ability immigrant petition.  The standard for obtaining this type of immigrant visa is very similar to the requirements for the O-1 visa.  An explanation of other types of employment-based and family-based immigrant petitions is also available on the Avani web site.

FAQs about the O-1 Visa

O-1 Visa Basics

Q: What is O-1 visa status?

A: O-1 visa status is a nonimmigrant visa category for foreign nationals of extraordinary ability in the sciences, arts, education, business, or athletics. This is an employment-related status that allows qualified foreign nationals to live and work temporarily in the United States.

Q: How can I obtain an O-1 visa?

A: Your prospective employer, must first get an approved O-1 petition from the U.S. Citizenship and Immigration Services (“USCIS”).  After the petition is approved, you may apply for an O-1 visa stamp at a U.S. consulate or embassy either in your home country or a third county.
If you are already in the United States in a different immigration status, you may be eligible to change your status to O-1.  See the question on changing your status, below.

Q: How long can I stay in the United States in O-1 visa status?

A: There is no set maximum period for O-1 visa status. Theoretically, you may remain in the U.S. indefinitely. However, the length of your O-1 status is determined by the length of time needed for you to perform your duties or activities with your employer. Usually, an initial stay is limited to no more than three years, provided the petition can establish that you will need this much time for the proposed employment. This period may be extended in one-year increments after that initial period, by showing evidence that your continued presence would be required.

Q: Can I change to O-1 Status if I am already in the United States?

A: If you are already in the U.S., you can change from your other nonimmigrant status into O-1 status, assuming you qualify. This option is not available if you entered the United States without inspection, if you entered under the Visa Waiver Program, or if you overstayed your authorized period of admission under your previous visa status.
However, if you are subject to the J-1 two-year foreign residency requirement, you may not change your status in the United States.  You must leave the U.S. and obtain an O-1 visa stamp from a U.S. consulate or embassy abroad after the O-1 petition is approved.

Preparing the O-1 Visa

Q: I am coming to work for a new employer and wish to petition for O-1 visa status. What are the requirements for my filing for O-1?

A: To qualify for an O-1 visa, you must show that you are at the top of your respective field.  If you are coming to work for a new employer, you are presumably applying for an O-1 as an “Alien of Extraordinary Ability” in the science or business field.  You could present evidence that you have received a major, internationally recognized award such as a Nobel Prize.

If you have not received such an internationally renowned award, you may still qualify by showing at least three of the following types of evidence:

  • Receipt of lesser nationally or internationally recognized prizes or awards for excellence in your field of endeavor;
  • Membership in associations that require outstanding achievement in the field;
  • Published material in a professional or major trade publication or in the major media about you or relating to your work in the field;
  • Evidence of participation as a judge of the work of others in your field, either individually or as part of a panel;
  • Evidence of scientific, scholarly, or business-related contributions of major significance in your field of endeavor;
  • Evidence of authorship of scholarly articles in the field, in professional journals or other major media;
  • Evidence of performance in a critical or essential capacity for organizations or establishments with distinguished reputations;
  • Evidence of having commanded a high salary or other significantly high compensation for services in relation to others; and,
  • Other comparable evidence.

Q: What should I prepare before my O-1 petition is filed?

A: Prior to your employer filing the O-1 petition, we will need an advisory opinion from an appropriate consulting entity, such as a peer group, labor organization, or management organization. The advisory opinion will state whether you qualify as an individual of extraordinary ability and whether such extraordinary abilities are required for the activities that will be undertaken by you.

Your Avani attorney can assist you in identifying organizations or individuals who can prepare an advisory opinion about your standing in the field.  In certain circumstances, this requirement can be waived or met by evidence that an advisory opinion is not available.

Q: What documentation must be submitted for my O-1 petition?

A: Avani will prepare your O-1 petition with the following documentation to the U.S. Citizenship and Immigration Services (“USCIS”):

Form I-129 with O/P Supplement;

One of the following:

  • An advisory opinion;
  • Evidence that an appropriate consulting entity does not exist;
  • A request for expeditious handling; or,
  • A request for a waiver of the consulting requirements.
  • A company letter from Avani supporting the petition;
  • Supporting Documentation (see below); and,
  • The filing fee.

Q: What is “supporting documentation”?

A: The supporting documentation are the materials provided in the O-1 petition that establish that the individual qualifies as an alien of extraordinary ability.  These materials also provide evidence that the foreign national will be employed in activities using those extraordinary abilities.  This may be shown with an employment contract combined with a written discussion of the work to be performed.
For more information on the qualifications for O-1 visa status, please see the O-1 Overview page.

Q: What kinds of documents should be included as “supporting documentation”?

A: The following types of documents can be submitted in support of an O-1 Petition.  This summary is not a complete list, and other forms of evidence may be used:

  • Degree certificates and evaluation reports of the foreign national;
  • Publications, presentations, abstracts, and invitations to conferences for the foreign national, as well as citations to these publications;
  • Opinions about the foreign national’s work by others in the field;
  • Requests for reprints of foreign national’s publications;
  • Evidence of awards or honors received;
  • Evidence of membership in professional associations that require high achievement for inclusion in the organization;
  • Documents of the foreign national’s participation as the judge of the work of others in the field, either individually or on a panel;
  • Critical reviews, advertisements, press releases, publications contracts, or endorsements;
  • Curriculum Vitae of the foreign national; and,
  • Recommendation letters from experts in the field explaining the foreign national’s standing as an “alien of extraordinary ability.”

Comparison of O-1 to Other Visas

Q: What is difference between the O-1 visa and a petition for an EB-1A, since both are called “Alien of Extraordinary Ability”?

A: The requirements for O-1 visa status are very similar to those for the EB-1A employment-based permanent resident category.  Both require the individual to be an Alien of Extraordinary Ability, and basically the same standards apply in both cases.

The difference is that the O-1 standards apply to those seeking a nonimmigrant or temporary status, while the EB-1A standards are for those seeking permanent resident status in the United States.  For more information on permanent residency, please see the O-1 Overview page on Permanent Residency, or the Green Cards for Foreign nationals of Extraordinary Ability page.

Q: What is difference between the O-1 visa and other employment-related nonimmigrant visas, like the H-1B?

A: The O-1 visa status is different from other employment-related visas because it applies to a wider variety of work.  For instance, H-1B visa status is limited to foreign professionals with at least a bachelor’s degree to work in a specialty occupation.  Foreign athletes or entertainers without such educational background can not apply for the H-1B visa.  Such athletes or entertainers can apply for O-1 status.

Similarly, L-1 visas are only available for individuals transferring from a subsidiary or affiliate abroad, and who hold managerial, executive or specialized knowledge positions.  O-1 petitioners are not required to have worked previously with an affiliate of your U.S. employer.

The requirements of O-1 visa status are much more stringent, however, than those of the H-1B or L-1.  It is much more difficult to qualify for an O-1 visa because this petition requires evidence that the individual is at the top of the field of endeavor.

Finally, O-1 status could be obtained by those in H-1B or L-1 status who have exhausted their full-authorized stay in the United States.

O-1 Visa Stamp Application

Q: My O-1 petition was approved by the USCIS.  How can I get an O-1 visa stamp?

A: Once your O-1 Petition has been approved by the U.S. Citizenship and Immigration Services (“USCIS”), you may apply for an O-1 visa stamp at a U.S. consulate in your home country or at a consulate or embassy in certain other countries.

Q: What documents must I prepare to apply for an O-1 visa?

A: The documents and information needed when you are applying for an O-1 visa stamp are:

  • Form DS-156, Nonimmigrant Visa Application;
  • Form DS-157, Supplemental Nonimmigrant Visa Application, for all male applicants between 16 and 45 years of age. It is also required for all applicants from state sponsors of terrorism (North Korea, Cuba, Syria, Sudan, Iran, Iraq, and Libya) who are 16 years old or over, both male and female. A consular officer also may require any applicant for a nonimmigrant visa to complete this form.
  • Your valid passport;
  • A recent photograph that meets the U.S. State Department’s photograph requirements;
  • Visa application fee (plus any reciprocity fee);
  • Proof of binding ties to a residence outside the United States which you have no intention of abandoning, such as a home mortgage statement, rental agreement, membership in an organization, names and addresses of family members, or other proof of ties to the community.
  • Form I-797, Approval Notice for the O-1 Petition; and,
  • A full copy of the O-1 Petition including all supporting documentation.

Your Avani attorney will provide you with detailed instructions on applying for a visa.

Families of O-1 Visa Holders

Q: I am the spouse of an O-1 holder.  What kind of visa should I apply for to be able to accompany my spouse to the United States?

A: If you would like to come to the United States, you may apply for an O-3 visa.  As a spouse or unmarried child under 21 years old of an O-1 visa holder, you would qualify for O-3 visa status as a dependent. This status would allow you to reside in the United States, but not to work.

Q: My wife is on an O-1 visa and I am in O-3 visa status.  May I work in the United States?

A: No, you cannot work while you are in O-3 visa status. The O-3 status allows you to reside in the United States but does not provide employment authorization.

If you would like to work in the U.S., you must apply and be approved for another type of nonimmigrant visa that allows you to work.  In most circumstances, your prospective employer in the U.S. must file a petition on your behalf to allow you to work.  You may also qualify for work authorization if your spouse applies for permanent residency in the United States.  Since she is in O-1 visa status, she would likely qualify for an EB-1A Alien of Extraordinary Ability petition for a green card.

O-1 Visas for J-1 Exchange Visitors

Q: I am in J-1 visa status and subject to the two year foreign residency requirement.  I have not been able to get a waiver of this requirement.  May I apply for an O-1 visa?

A: Yes, you can apply for O-1 visa status but you must get the O-1 visa stamp from a U.S. Consulate abroad.  You may not change into the O-1 visa status while remaining in the U.S. until you either satisfy the two year home country residence requirement or obtain a waiver.

To obtain O-1 status, Avani would first file a petition with the U.S. Citizenship and Immigration Services (“USCIS”).  Once the O-1 petition is approved, you need to apply for an O-1 visa stamp at a U.S. consulate abroad.  Once you obtain an O-1 visa stamp, you may enter the U.S. immediately without fulfilling the two-year residency requirement or getting a waiver of the requirement.

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