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Ismail Laher,
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Graduate Natal Law School, Georgetown, Harvard. Lawyer since 1991. Member of American Bar Association and the American Immigration Lawyers Association.




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A BASIC PRIMER

A) NONIMMIGRANT (TEMPORARY) VISAS

(Originally prepared by the American Immigration Lawyers Association and adapted for use by Ismail Laher)

There is a wide range of temporary visas, for many different purposes and each lasting from a few days to several days. Some must be approved in advance by the INS before being reviewed and issued by the State Department; others are simply reviewed only by the State Department. Many visa classifications can be granted not only to the principal applicant but also to his or her dependents (spouse and minor children).

There is a difference between a visa and a status, although both are referred to in the same general way and with the same alphabetical denomination (based on the section of the Immigration and Nationality Act where the category is described). A visa is simply a document in the person’s passport; it acts like a ticket to ensure they get on the airplane and can show up at the front door of the U.S. A person’s status is granted to the applicant when they show up at the border, it is initially granted by INS at the port of entry, and can be changed or extended by INS Service Centers.

  • A: Diplomatic employees and their households
  • B: Business visitors (B-1) or tourists (B-2)
  • C: Transit visa (pass-through at an airport or seaport)
  • D: Crewmember (air or sea)
  • E: Treaty-Investors or Treaty-Traders (from countries where we have a treaty of commerce and investment). E-1 and E2 Click here for article on these visas. 
  • F: Student Click here fro Article on Students visas 

  • G: Employees of International Organizations (IMF, OPIC, OAS, UN, International Red Cross, etc.)
  • H: Temporary Workers. Can be professionals (H-1B), agricultural workers (H-2A), temporary or seasonal workers (H-2B), or trainees (H-3).

    H-1B Temporary Worker Visa
    Click her for article on H-1B visa

  • I: Representatives of international media
  • J: Exchange visitors (educational exchange students, au pairs, graduate medical trainees, practical training students, professors and researchers, short-term scholars, camp counselors, etc.)
  • K: Fiancés and fiancées
  • L: Intracompany transferees (executives, managers, persons with proprietary knowledge).

    TRANSFER OF FOREIGN EMPLOYEES TO THE UNITED STATES- Click here for article on the L1 visa
  • M: Language and Vocational students
  • N: NATO employees
  • O: Extraordinary ability aliens in sciences, arts, business, athletics, or education, and support personnel - Click here for Article on the O visa

 


  • P: Athletes, athletic teams, entertainment groups (such as orchestras) and support personnel.

    Who Qualifies for a P Visa?
    The P Visa may be issued to a foreign national who is temporarily coming to the United States: * To perform individually or as part of a team at an athletic competition with an internationally recognized level of performance,
    * To perform with an entertainment group that has been internationally recognized in this field, provided the individual has had at least a one-year relationship with the group as a performer or provides functions integral to the performance,
    * To perform in a reciprocal exchange program between an U.S. organization and one or more foreign exchange organizations that provide for the exchange of artists and entertainers,
    * To perform, teach or coach as an individual or part of a group on a program that is culturally unique.

  • Q: Cultural exchange visitors (ex: Smithsonian Folklife Festival)
  • R: Religious workers
  • S: Criminal informants
  • B) FAMILY-BASED IMMIGRATION VISAS

    Historically, family reunification has been the principal policy underpinning U.S. immigration law. Family-based immigration, a tightly regulated system, allows for close relatives of U.S. Citizens and Legal Permanent Residents (LPR) to rejoin their families here in America.

    Family-based immigrants are admitted to the U.S. either as immediate relatives of U.S. citizens or through the family preference system. United States immigration laws have traditionally favored family reunification.

    The INA creates two broad categories for family members: immediate relatives and family-based preference categories.

    Immediate Relatives are:
  • Spouses of U.S. citizens;
  • Unmarried minor children of U.S. citizens; and
  • Parents of U.S. citizens.
  • There is no cap on the number of visas available every year for immediate relatives.

    Spouses: For a United States citizen to petition for his or her spouse as an immediate relative there must be a valid marriage which was legally entered into.
    Parents: For a United States citizen to petition for a parent as an immediate relative, the petitioning citizen child must be over the age of 21 but can be married or unmarried. U.S. citizens who are under the age of 21 cannot petition for their parents under any circumstances.
    Children: U.S. citizen parents may petition for their children but to qualify as an immediate relative, the child must be under the age of 21 and unmarried.

    There are two little known situations in which children of permanent residents can also qualify as immediate relatives. (1) when a child is born to a permanent resident during a temporary visit abroad (if the child had been born when the parent was in the U.S., the child would be a citizen) and (2) where the parent had been issued an immigrant visa at a consulate but had not entered the United States as an immigrant.
    Procedurally, the immediate relative category has advantages over the preference categories. There are no numerical limitations on the number of immediate relatives who might immigrate from any country. Further, if in the U.S. “immediate relatives” are exempt from certain bars such as unauthorized employment, overstaying their time of admission or violating their specific nonimmigrant status.
    On the other hand, spouses and children of “immediate relatives” – unlike preference aliens – do not obtain derivative status. In other words, if a person immigrates as an immediate relative parent of a U.S. citizen, that person’s spouse and/or minor children would not also automatically qualify for immigration visas as would spouses and/or minor children of a preference alien.

    The Family-Based Preference Categories

    Family One – unmarried sons and daughters of United States citizens.
    The son or daughter must be unmarried at the time the petition is filed and at the time the petition is filed and at the time of entry into the U.S. Where an “immediate relative” petition has been approved for a “child” and the child reaches the age of 21, the petition is automatically converted to Family One. Where there is an approved Family One petition and the son or daughter marries, the petition is automatically converted to Family Three. The numerical quota for this category has been current for every country except Mexico and the Philippines.

    Family Two – spouses and unmarried sons and daughters of permanent residents.
    This preference category is divided into two subgroups.
    Family 2A – Spouses and children under the age of 21.
    Family 2B – Unmarried children over the age of 21
    Married children of permanent residents do not qualify for any immigration benefits.

    For all countries, there are long delays in the Family 2A category and even longer delays in the Family 2B category. The Family 2A waiting period is over four years. The Family 2B wait is seven years for all countries.

    Family Three – married sons and daughters of United States citizens.
    For all countries except Mexico and the Philippines, the waiting period is slightly over three years. For the Philippines and Mexico, the time interval is substantially longer.

    Conditional Permanent Residence for Spouses
    In order to discourage what was perceived as widespread marriage fraud, Congress has provided that where a party obtains an immigrant visa based upon marriage as either an immediate relative or a Family 2A beneficiary and where the marriage is less than two years old, the alien enters the United States as a “conditional permanent resident.”
    This “conditional status” lasts for two years from the date that the person becomes a resident, not two years from the original marriage date.
    The person must petition to remove this status. If the parties are still married, they can jointly petition to remove this “conditional status” any time between the 21st and 24th monthly anniversary of the grant of “conditional status”. If a joint petition cannot be filed, the “conditional resident” can file a waiver where; the spouse is deceased; the marriage was entered into in good faith but terminated through divorce or annulment; the marriage was entered in good faith but the person was the victim of battering or extreme cruelty; or where the termination of the status and deportation would result in extreme hardship. This petition can be filed at any time.
    Children who obtain status as either a ‘child” or “stepchild” based upon a marriage of less than two years are also “conditional residents” and must file to have their “conditional status” removed. Where the parent can include the child in his or her application.

    New Affidavit of Support
    The new, legally enforceable Affidavit of Support (Form I-864) must be completed by U.S. citizens and legal permanent residents who sponsor family members as immigrants to live in the United States. Sponsors must complete the new Affidavit of Support form for relatives who will file applications for immigrant visas or for adjustment of status on or after December 19, 1997.
    The law requires a sponsor to demonstrate an income level at or above 125% of the Federal poverty line, as published annually by the Department of Health and Human Services.
    If the sponsor’s household income does not meet the income requirements evidence of assets, such as cash in savings accounts, stocks, bonds, or property, may be considered in determining the sponsors ability to support the immigrant.
    If the sponsor cannot meet the required income level based on income and assets, another person may serve as a joint sponsor. The joint sponsor must meet all sponsorship requirements, other than being the petitioner, and be willing to assume legal liability for the sponsored immigrant(s) with the petitioning relative.

    C) EMPLOYMENT-BASED IMMIGRATION

    THE EMPLOYMENT PREFERENCE SYSTEM allows certain immigrants to obtain permanent residence (“green cards”) in the Unites States to work. Currently, immigration law allots 140,00 employment-based visas to immigrants. These employment-based visas are divided into the following categories:

    1) FIRST PREFERENCE:  Up to 40,000 visas a year may be issued to priority workers. People who have “extraordinary ability” or who are “outstanding professors and researchers” and in their field “certain multinational executives and managers” fall into this category. In addition, any visas left over from the fourth and fifth preferences (see below) are added to this category.

    2) SECOND PREFERENCE:  Up to 40,000 visas a year (plus any visas left over from the first preference) may be issued to persons who are “members of the professionals holding advanced degrees or aliens of exceptional ability” in their field.

    3) THIRD PREFERENCE:  Up to 40,000 visas a year (plus any visas left over from the first and second preferences) may be issued to skilled workers, professionals, and other workers. The other workers category covers workers who are “capable of performing unskilled labor,” and who are not temporary or seasonal. Workers in this category are limited 5,000 visas per year. Skilled workers must be capable of performing skilled labor requiring at least two years training or experience.

    4) FOURTH PREFERENCE:  Up to 10,000 visas a year may be issued to certain special immigrants, including ministers, religious workers, former U.S. government employees and others.

    5) FIFTH PREFERENCE:  Up to 10,000 visas a year may be issued to persons who have between $5000.000 and $3 million to invest in a job-creating enterprise in the U.S. At least 10 U.S. workers must be employed by each investor. The amount of money can vary depending on which area of the country will benefit from the investment. If the investor fails to meet the conditions specified, he or she can lose permanent resident status.

    EMPLOYER SANCTIONS AND EMPLOYMENT DOCUMENTATION
    What are Employer Sanctions?
    *Employers may only hire or continue to employ aliens who are authorized to work in the United States.
    * Employers must verify the identity and employment of every employee hired after November 6, 1986 by use of INS I-9 Form. This paperwork must be retained for three years of employment or one year after termination, whichever is later.
    * I-9s must be made available for inspection by the INS upon three days written demand notice by INS. Employers have the right to a hearing before an Administrative Law Judge in the event of violations.
    Fines for violations range from $100 to $10,000. Criminal penalties can apply for a pattern or practice of hiring unauthorized aliens.
    * Employers may not discriminate against employees based upon citizenship, lawful permanent resident status, and national origin.

    Employer Verification Requirement: The I-9 Form
    All employees hired after November 6, 1986 are required to have an I-9, Employment Eligibility Verification Form, on file with the employer. The employee must present document(s) establishing identity and authorization to work in the U.S. The employer must examine and record information concerning the documents, and accurately record identification numbers and expiration dates.
    The employees Section 1 of the I-9 Form must be completed at the time employment begins or before. Employer’s Section 2 must be completed before employment begins or within three business days of the date the employee starts work. The employer and employee must sign the form.
    Standard procedures at the time of hire are recommended. Systems to re-check documents with expiration dates should be set-up.
    An employer may not require an employee to produce a particular document like a permanent residence document (green card). There is a broad choice of acceptable documents for both identity and work authorization. To require a particular document is a prohibited practice.
    Exceptions to the Verification Requirements
    * Employees hired on or before November 6, 1986 are not required to fill out an I-9 Form.
    * Certain changes in employment do not trigger the I-9 requirement.
    * Temporary leave with or without pay.
    * Temporary lay-offs.
    * Strike or labor dispute.
    * Transfers from one place of employment to another.
    * Continued employment with a related, reorganized successor employer.
    * Independent contractors who carry on independent business or who are paid by piecework or assignment completed off site.
    * Casual employees who provide domestic service in a private home on a sporadic, irregular or incidental basis (however, once a week employment requires an I-9).
    * Self-employed people as they are not considered employees of an employer.

    Common Errors Committed In Preparing I-9 Forms
    Make sure that the employee completes every item in Section 1 Employee Information and Verification. Make sure that the employee has signed the form in the box provided for the signature and dated it. The employee must check one of the three boxes to show status in the United States.
    The most common acceptable documentation used to complete List B is a driver’s license. Be sure to specify the state in the United States from which the driver's license was issued. It is acceptable to use an expired driver’s license.
    Do not omit the date upon which a document expires.
    The employer’s representative who viewed the original documents must sign Section 2, Employer Review and Verification, and print or type his or her name. Do not sign unless you have personally viewed all the documents.
    Do not omit the name and address of the business in the employer’s certification block. A fine will be levied each time this information is omitted.
    In 1986, the Immigration and Control Act made employers liable for the knowing employment of aliens not authorized to work in the U.S. by the Immigration and Naturalization Service (INS). Employers are required to maintain I-9 Forms showing that all employees are authorized to work in the U.S., including U.S. citizens. Many common errors are committed by employers completing the I-9 Form. Violations of these employer sanctions laws expose all employers to substantial civil penalties. This complex area of the law demands careful attention by al employers.
    Although the law underwent minor modifications in 1996, employers should be as careful as ever in assuring the Form I-9 is meticulously filled in.

    PERMANENT RESIDENCE FROM A JOB OFFER
    The Labor Certification
    Foreign nationals who are skilled or educated and who have job offers have the possibility of immigrating to the United States. The prospective employer must first obtain a labor certification and approval of a visa petition. The labor certification process is one of the most complex of all immigration-related procedures. This phamplet will make you aware of some of the requirements and procedures in this intricate and time-consuming process. Be sure to consult with an attorney experienced in immigration matters to be certain that your case is prepared correctly.

    What is Labor Certification?
    An approved labor certification (LC) is a document issued by the U.S. Department of Labor (DOL) certifying that:
    * An employer needs the foreign worker’s skills and abilities.
    * The employer has tried to recruit U.S. workers for the position. The employer must advertise and perform other recruitment efforts to try to find someone who is already a U.S. citizen or permanent resident who is ready, willing and able to fill the open position.
    * The employer has found no qualified U. S. workers.

    There are three types of labor certification processing:
    * Regular, Reduction in recruitment, Limited review.

    The Labor Certification Process.
    * Establish a valid employee/employer relationship. - Although the LC process can be done for persons who are outside the U.S. most LCs are begun for persons in the United States who are already working for an American employer.
    * Determine the minimum requirements. - The key to the LC process is to decide what are the true minimum requirements to the position. The requirements generally must be normal to the occupation and not more than the worker had when hired into the job offered.
    * Determine the prevailing wage. - The salary offered must be at least the prevailing wage, as determined by the DOL.
    * Conduct recruitment efforts. - A test of the labor market is usually done through a three-day newspaper advertisement or one advertisement in a national journal or newspaper, and a posting.
    * Analyze responses. - Any responses to the recruitment must be evaluated carefully. The employer can reject applicants only for lawful, job-related reasons.

    What Happens After Labor Certification Approval?
    The approved LC is filed with the U.S. Immigration and Naturalization Service (INS) along with other paperwork to determine whether the foreign national qualifies for one of the following categories of sponsorship.
    * Members of the Professions with Advanced Degrees or the equivalent (Second Preference).
    * Professionals, Skilled Workers (jobs requiring two years or more training or experience) or Unskilled Workers (jobs requiring less than two years training or experience) (Third Preference).

    It will take many years to immigrate under the Third Preference Unskilled category and about two to three plus years for persons classified under the Second and remaining Third Preferences. Strategies to avoid the Third Preferences. Strategies avoid the Third Preference unskilled classification whenever possible are imperative.

    How Long is the Labor Certification Valid?
    Generally, an approved LC is valid indefinitely for a specific employer, position or job and location. If any of these factors change, the LC may become a useless document.

    Common Misunderstandings
    An approved LC is proof that there is a shortage of U.S. workers. It is only a first step in the permanent residence process to obtain the “Green Card”. It does not give authorization for a foreign national to remain in the United States.
    It does not “legalize” anyone’s stay in the United States. It does not grant permission to work. It does not guarantee permanent residence.

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