Immigration Law Insights & Updates

E-3 and H-1B1 may provide options for qualifying Australian, Chilean, and Singaporean professionals. What should a U.S. employer review?

Planning to retain an international employee? Review when to start PERM and what HR should confirm about the job, worksite, and qualifications.

Hiring an H-1B professional? Review the employee’s status, petition timing, job requirements, and worksite before setting a start date.

A practical employer guide to Public Access File contents, LCA deadlines, wage and notice documentation, public inspection, retention, and compliance reviews.

A PERM Request for Information can require an employer to go beyond proving that recruitment occurred. DOL may examine the job opportunity, business need, ETA Form 9089, recruitment record, Notice of Filing, and the consistency of the employer’s supporting evidence.

This article explains when a STEM OPT student may be able to work for a startup they founded or co-founded. It covers Form I-983 requirements, E-Verify, supervision, multiple STEM OPT employers, and issues that arise when the student also has a pending I-485 and separate employment authorization. It also places STEM OPT within a broader founder immigration strategy, including H-1B, O-1, EB-1A, and NIW options.

What E-2 investors should know about substantial investment, lawful source of funds, committed capital, and documenting a viable U.S. business.

USCIS evaluates most EB-1A extraordinary ability petitions through a two-step analysis derived from Kazarian v. USCIS. First, the petitioner must establish either a one-time major achievement or at least three regulatory criteria. USCIS then evaluates the record as a whole to determine whether the beneficiary has sustained national or international acclaim and is among the small percentage who have risen to the very top of the field.

H-1B planning in 2026: wage-weighted cap selection, changes of employer, specialty occupation evidence, and the effect of proclamations and court orders.

Employment-based adjustment of status raises distinct questions about EAD use, job changes, AC21 portability, visa availability, and long-term immigration planning.

Brief overview of US Export Controls in connection with employment-based nonimmigrant visas.

A brief discussion of the Compelling Circumstances EAD

Effective use of prepaid expenses for E-2 and EB-5 investors.

Discussion about flaws in the USCIS's H-1B CAP Subject Selection Process

Steps to take if you are laid off from your H-1B position

USCIS guidance on Schedule A petitions for registered nurses, physical therapists, and qualifying individuals of exceptional ability.

Where to obtain your electronic I-94 record and why its admission details deserve careful review.