Frequently Asked Questions

We provide corporate immigration and employment solutions, assisting businesses of all sizes in hiring exceptional foreign talent. Our practice areas include temporary work visas (H-1B, L-1, O-1, and others), employment-based green cards (PERM, EB-2, and EB-3), family-based immigration, naturalization, and global mobility counseling. We also assist with HR strategies tailored to streamline immigration compliance and retention practices.

We emphasize personalized service, tailoring solutions to fit your specific circumstances. Our attorneys are not only highly knowledgeable but also accessible and responsive. By partnering with us, clients benefit from clear communication, innovative strategies, and a commitment to achieving the best possible outcome.

Typically, the process starts with an evaluation of your eligibility and immigration goals. For temporary work visas like the H-1B, your employer must file a petition on your behalf. This includes demonstrating the job position meets visa requirements and providing supporting documentation. Our team guides both the employer and employee through this process, ensuring compliance with U.S. immigration laws.

Timelines vary depending on the type of visa, government processing times, and specific case details. For example, H-1B visas have strict annual caps and application deadlines, while employment-based green cards through the PERM process can take several months to over a year. We provide clear timelines and updates to keep you informed every step of the way.

Yes, many visas allow family members to join the principal applicant in the U.S. For example, H-1B visa holders may bring their spouse and children under the H-4 visa category. We can guide you through the process of including dependents in your application.

If an application is denied, it’s critical to evaluate the reasons provided by the government. We can help you address these issues, file an appeal if applicable, or explore alternative immigration options to achieve your goals.

Yes, employers must demonstrate compliance with strict requirements, such as providing there are no qualified U.S. workers available for the role (for certain permanent residence cases) and ensuring the offered wage meets prevailing wage standards. We work closely with employers to ensure all requirements are met seamlessly.