Employment Immigration

On the nonimmigrant side, that means the H-1B specialty-occupation visa and its annual lottery, the L-1 intracompany transfer, the O-1 for extraordinary ability, and the TN for Canadian and Mexican professionals under the trade agreement. On the permanent side, it means PERM labor certification and the EB-2 and EB-3 green cards that run through it, plus the EB-2 National Interest Waiver for people whose work is important enough to skip the labor market test. We cover the parts that trip employers up most: PERM audit triggers, recruitment rules, and the liability a company takes on when it sponsors a worker for a green card.

Employment immigration is also the corner of the field that changes with almost every administration. H-1B registration rules, lottery timing, fee schedules, and modernization guidance move year to year, and a post written for one fiscal year can mislead you in the next. When we publish an H-1B or PERM update, we date it and tie it to the current filing cycle, so you are planning against real deadlines rather than last year's calendar. In employment immigration, the timing is the strategy.

Everything here is general guidance, not legal advice for your matter. When an employee or an employer needs a real plan, our attorneys are ready to build it, for the worker and the company both.