Designed as a non-immigrant visa, the L1 visa lets American-based businesses send staff members from outside to the United States. These staff members have to be managerial, executive, or specialized knowledge based. From businesses to the lawyers defending them, navigating the complexity of the L1 visa application calls both great strategy and knowledge. These are some crucial advice for L1 visa lawyers trying to guarantee good results for their clients.
1. Know the Two L1 Visa Categories
L1A and L1B are the two divisions of the L1 visa program. Each has different needs; therefore, it is crucial to completely grasp the variations in order to correctly counsel consumers.
Employees who will be moving to the United States to serve in a managerial or executive capacity fall under L1A Visa. Originally valid for one to three years, the L1A visa can be extended for seven years as well.
Employees with specific expertise of the company’s operations, products, or services fall into the L1B Visa category. Usually lasting one to three years, the visa is issued for five years maximum.
Knowing which group the worker belongs to is essential as every one has different requirements and extending restrictions.
2. Create thorough documentation.
Giving enough evidence to support the application presents one of the toughest difficulties in L1 visa applications. L1 visa applications are closely examined, hence any errors in the documentation can cause delays, requests for more evidence (RFE), or perhaps denials.
You have to show unequivocally that the employee has worked for the overseas office for at least one year inside the three years before the move. Crucially important are employment records, contracts, and payroll papers.
The U.S. and international offices have to have a qualifying relationship between entities—that of a parent business, subsidiary, or affiliate. Key is precisely recording the ownership structure and control between the two companies.
Describe in great detail the employee’s responsibilities in the U.S. organization as well as the international office. Emphasize their specialist knowledge (for L1B) or their managerial/executive responsibilities (for L1A.).
Organizational charts that precisely explain the employee’s position and the people they oversee are often required for L1A visas. Documentation proving how the employee’s specialized knowledge is unique and vital for the operations of the business can help to support L1B visas.
3. Create a Strong Specialized Knowledge Argument (L1B).
Based on the idea of “specialized knowledge,” the L1B visa usually calls for a quite thorough explanation backed by solid proof.
Specified knowledge is more than just broad knowledge in a given topic. It speaks of knowledge particular to the services, goods, research, tools, methods, or management of the organization. Emphasize in the petition’s composition how the employee’s knowledge is particular and not readily replicable.
Support the assertion of specialist expertise by citing training manuals, proprietary procedures, patents, or other tools the staff member has become proficient in, therefore bolstering her claim. Further supporting the argument are letters from top management or supervisors outlining the speciality of the employee’s skill set.
Differentiate From U.S. Workforce: USCIS regularly wonders why a worker from the United States cannot carry out the same job. Be ready to articulate exactly how the familiarity of the foreign employee with proprietary techniques makes their knowledge vital and irreplaceable.
4. Address Managerial and Executive Capacity (L1A)
Defining and establishing managerial or executive capacity for L1A visas can prove difficult. Particularly in smaller businesses, USCIS closely examines whether the employee’s position really satisfies the managerial/executive criteria.
Managerial roles include managing an important function of the company, supervising and controlling the work of other professional employees, or having decision-making power over a substantial portion of the company. Check that the job description captures this.
Organizational charts, job descriptions, and payroll records will help you to highlight the employee’s higher-level strategic capacity rather than daily operations and their supervising tasks.
Executives have to have broad control over the policies and activities of the business. Make sure the petition highlights staff member strategic impact, budget control, and decision-making authority.
5. Use the L1 Blanket Petition Option.
The L1 Blanket Petition can simplify the visa application procedure for bigger businesses who regularly move staff members between foreign and American offices. This pre-approves the company as a qualifying entity, therefore facilitating the employee travel to the United States without individual petitioning for every one.
Companies must satisfy particular requirements to be eligible for a blanket petition, including at least three domestic and overseas offices, minimum staff transfers, and enough income or workforce size. Make sure your client satisfies these requirements before looking at this possibility.
Once a blanket petition is authorized, the process of moving personnel becomes faster and more predictable, so enabling faster employee relocation.
6. Consider USCIS Processing Changes and Trends.
Changing U.S. immigration rules and regulations will affect the evaluation and approval of L1 applications. Keeping current on the newest trends, regulatory changes, and case law as an L1 visa attorney can help you to provide your clients with a competitive edge.
Track RFE Trends: USCIS routinely requests evidence (RFEs) for L1 cases—especially for L1B visas. Tracking current RFE trends and modifying your documentation to handle shared sources of conflict will help you reduce RFE risk.
L1 petitions may be qualified for premium processing, which assures a response within 15 days, should speed be absolutely critical. Although clients may find this expensive, in time-sensitive circumstances it can give piece of mind.
7. Get ready for sites visits.
To guarantee that the information of L1 petitions is accurate, USCIS has been visiting sites more and more. As L-1 visa lawyer, you should get your client ready for possible immigration officer visits to confirm business operations.
Make sure your client’s U.S. operations fully comply with the facts in the petition. Problems might arise from any discrepancy in the worksite, organizational structure, or job description.
Advice to your client on the likelihood of a site visit and the need of answering inquiries honestly will help their staff. Workers should be aware of what to expect and how to answer suitably to questions from authorities.
8. Get ready for extensions and renewal.
After the first visa term ends, L1 visa holders can seek for extensions. Still, USCIS may thoroughly examine the continuous requirement for the employee in the United States since the standards for extensions are sometimes tougher.
Show Constant Demand for the Worker. For both L1A and L1B extensions, it is crucial to show the employee’s ongoing indispensible need. Show proof of projects finished and donations made during their American tenure.
Make sure all of your documentation—organizational charts, pay stubs, job descriptions—is correct and current to represent the employee’s continuing contribution.
9. Help along the road to permanent residency.
Many L1 visa holders might wish to seek permanent residency—a green card—while in the United States. For example, the L1A visa is especially helpful since L1A holders may apply for a green card under theEB-1C category for managers and multinational executives without the labor certification process.
Advice on Timing: L1A workers approaching the end of their visa term should begin early in getting ready for their green card applications. Urge clients to start thinking about the green card application long before their L1 visa expires.
Much of the L1A visa material can also be included in the EB-1C green card petition, including evidence of the qualifying link between the U.S. and foreign firms and the employee’s managerial position. Proper document reuse might hasten the green card application process.
Though it has certain difficulties, the L1 visa application is a great tool for multinational corporations wishing to send important staff members to the United States. Ensuring the success of your clients as an L1 visa attorney calls for strategic paperwork, meticulous attention to detail, and keeping current on changing immigration laws. Following these guidelines will enable you to properly lead your customers through the complexity of the L1 visa application process and support their commercial objectives.
