#marriagecases

[npzlawyersforimmigration]

Executive Orders 2025: How New Immigration Policies Could Reshape the U.S. Landscape

https://visaserve.com/analyzing-the-impact-of-recent-executive-orders-on-immigration/

#TrumpAdministration #ImmigrationPolicy #ExecutiveOrders #BorderSecurity #AsylumRights #ImmigrationReform #ConstitutionalLaw #RefugeeProtection #USImmigration

[hipsandbumstablr]

powerful love spells +27670093205 "Take a leap of faith and begin this wondrous new year by believing. Believe in yourself. And believe that there is a loving Source - a Sower of Dreams - just waiting to be asked to help you make your dreams come true." Thokoza GoGo!!

[npzlawyersforimmigration]

The Trump surrogate told him: “There’s going to be a big raid all across the country . Chicago is just one of many places. ICE is finally going to do their job. We’re going to take the handcuffs off of ICE and let them go arrest criminal aliens. That’s what’s going to happen.”

[npzlawyersforimmigration]

Your Trusted Partner in Immigration Law At NPZ Law Group, we stay ahead of policy changes to provide actionable guidance for employers and foreign workers. If you’re navigating the complexities of the H-1B program or EAD renewals, our experienced team is here to assist. Contact us today to discuss how these updates might affect your immigration strategy.

For specialty guidance on U.S. and Canadian immigration matters, visit www.visaserve.com or call 201-670-0006. The NPZ Law Group stands ready, willing, and able to assist you with your U.S. and Canadian immigration law needs.

[npzlawyersforimmigration]

https://www.washingtonpost.com/immigration/2025/01/10/el-salvador-temporary-protected-status/?utm_campaign=5528154-2025%20Immigration%20News%20Digest&utm_medium=email&_hsenc=p2ANqtz-_spz0WLlNILswnVryRjNYN7NL-1fe2YHwzFtleg_MnIOgjH_q1RbisVH3yTuPGA3Rrfea1JrMDEWC2ANmZ5Td-s2YL_E7valboskxzH3yeDmJiU4Q&_hsmi=342114466&utm_content=342006120&utm_source=hs_email

On Friday, the Biden administration extended temporary humanitarian protections for more than 230,000 longtime residents from El Salvador who feared losing their work permits under the incoming administration.

Temporary Protected Status (TPS) for Salvadorans was established under a 1990 law designed to protect immigrants from deportation to countries experiencing conflict or natural disasters.

[npzlawyersforimmigration]

The Henley Passport Index ranks the world's 199 most powerful passports based on their visa-free access places around the globe.

In 2025, Singapore claimed the title of the world's most powerful passport, offering visa-free access to 195 of 227 destinations.

Japan is second with 193 destinations, including China, for the first time since the global travel lockdown.

http://www.Visaserve.com

[npzlawyersforimmigration]

https://www.reuters.com/world/united-states-adds-romania-visa-waiver-travel-program-2025-01-10/?utm_campaign=5528154-2025%20Immigration%20News%20Digest&utm_medium=email&_hsenc=p2ANqtz-_dxQM8jzpSf7ZoEJOCBobpY3KSZVdaXGAahzsC3xe523HJvlzElZTYOnKM-w3rVrnJxR67iXJiuAdTaWZP1jz_oLRmvuOv1Vu-r-O51ijebesd8l8&_hsmi=342114466&utm_content=342006120&utm_source=hs_email

The United States announced on Friday it was admitting Romania into its visa waiver program, allowing visa-free travel by Romanian citizens for up to 90 days starting around March 31.

[npzlawyersforimmigration]

https://visaserve.com/abcs-of-h-1bs-this-is-part-2-of-an-7-part-series-how-much-do-prospective-h-1b-employers-need-to-pay-to-h-1b-employees-and-why-the-federally-mandated-prevailing-wage-is-so-important-3/

===================

ABC DOS H-1Bs (ESTE É PARTE 2 DE UMA SÉRIE DE 7 PARTES). QUANTO OS EMPREGADORES PROSPECTIVOS DEVEM PAGAR AOS FUNCIONÁRIOS H-1B E POR QUE O SALÁRIO PREVALECENTE FEDERALMENTE OBRIGATÓRIO É TÃO IMPORTANTE

Os empregadores que desejam contratar um não imigrante H-1B em uma ocupação especializada devem primeiro fazer um registro junto ao Departamento de Trabalho (DOL) e obter uma Labor Condition Application (LCA). A LCA, entre outras coisas, deve especificar o número de trabalhadores necessários, a classificação ocupacional na qual o H-1B será empregado, bem como a taxa salarial e as condições sob as quais o não imigrante H-1B proposto será empregado. Além disso, o empregador deve declarar que oferecerá, e continuará a oferecer, durante o período de emprego H-1B, o maior dos seguintes valores: (1) o nível salarial real pago pelo empregador a todos os outros indivíduos com experiência e qualificações semelhantes para a posição específica em questão; OU (2) o nível salarial prevalecente para a classificação ocupacional na área de emprego pretendida.

Se for exigido o pagamento do salário prevalecente, ele deve corresponder a 100% do salário prevalecente. O salário prevalecente é determinado para a classificação ocupacional na área de emprego pretendida e deve ser estabelecido no momento do registro da LCA. As regulamentações exigem que o salário prevalecente seja baseado nas melhores informações disponíveis. Um empregador que não paga os salários conforme exigido é responsável por salários retroativos correspondentes à diferença entre o valor que deveria ter sido pago e o valor que foi efetivamente pago.

O salário prevalecente pode ser determinado por um Acordo Coletivo de Trabalho (Collective Bargaining Agreement – CBA), se existir um relacionado à ocupação no local de emprego pretendido. Se a oferta de emprego for para uma ocupação não abrangida por um CBA e o empregador não optar por fornecer uma pesquisa ou solicitar o uso de uma determinação salarial vigente na área, o componente salarial da pesquisa de Estatísticas de Emprego Ocupacional (Occupational Employment Statistics – OES) do Departamento de Estatísticas do Trabalho (Bureau of Labor Statistics – BLS) deve ser usado para determinar a taxa salarial prevalecente para a oferta de trabalho do empregador.

Embora os empregadores não sejam obrigados a manter descrições de cargos, as regulamentações exigem que eles mantenham uma cópia da documentação utilizada para estabelecer o ‘salário prevalecente’ para a ocupação pretendida ou os dados salariais subjacentes usados na determinação. Essas informações podem ser solicitadas pelo público ou pelo DOL em caso de uma ação de fiscalização.

As regulamentações federais que regem o visto de não imigrante H-1B exigem que o Administrador da Divisão de Salários e Horas (Wage and Hour Division – WHD) determine se o empregador possui a documentação adequada para sustentar sua declaração salarial. Caso a documentação seja inexistente ou insuficiente para determinar o salário prevalecente, ou se o empregador não demonstrar que o salário prevalecente determinado por uma fonte alternativa está em conformidade com os critérios regulatórios, o Administrador pode entrar em contato com a Administração de Emprego e Treinamento (Employment and Training Administration – ETA), uma parte do DOL, para obter o salário prevalecente.

Uma vez que a ETA fornece o salário prevalecente, o Administrador é obrigado a utilizá-lo como base para determinar violações e calcular salários retroativos, se constatado que tais salários são devidos por um empregador H-1B. É importante destacar que essa regulamentação é permissiva, e a determinação da ETA é apenas uma opção que o Administrador pode usar em suas investigações. Essa opção raramente é utilizada. Se o empregador não fornecer, por meio de documentação adequada, como chegou ao nível salarial prevalecente, o Administrador pode usar a Carta de Apoio e o Formulário I-129 enviados ao Serviço de Cidadania e Imigração dos EUA (USCIS) para determinar se o funcionário foi devidamente classificado no nível salarial específico.

Os fatores relevantes para determinar o salário prevalecente incluem a natureza da oferta de trabalho, a área de emprego pretendida e as funções de trabalho de trabalhadores em situações semelhantes. A “área de emprego pretendida” refere-se à área dentro de uma distância normal de deslocamento do local de emprego pretendido. A regulamentação define “trabalhadores em situações semelhantes” como empregos substancialmente comparáveis na categoria ocupacional na área de emprego pretendida. As exigências de trabalho, educação e/ou experiência de um cargo impactam a determinação do nível salarial prevalecente.

A ETA fornece diretrizes para determinar o nível salarial adequado para uma posição:

Nível I: Para cargos de entrada, com tarefas rotineiras e supervisão limitada.

Nível II: Para trabalhadores qualificados, com bom entendimento da ocupação, realizando tarefas moderadamente complexas.

Nível III: Para profissionais experientes, com habilidades especializadas, frequentemente indicando posições como ‘senior’ ou ‘líder’.

Nível IV: Para trabalhadores altamente competentes, em funções de liderança ou supervisão.

Resumo

Empregadores que contratam trabalhadores H-1B devem pagar o maior entre o salário real e o salário prevalecente. Além disso, devem manter documentação adequada para sustentar a escolha do nível salarial prevalecente e evitar desafios do WHD.

Para mais informações sobre o processo de vistos H-1B, acesse www.visaserve.com, envie um e-mail para info@visaserve.com ou ligue para +1 (201) 670-0006 (x104).

[npzlawyersforimmigration]

Game-Changing Updates to H-1B and EAD Rules Set to Reshape Immigration Policies

The U.S. Department of Homeland Security (DHS) recently issued two critical final rules that promise to transform key aspects of the H-1B visa program and Employment Authorization Documents (EADs). These updates, effective mid-January 2025, aim to modernize immigration pathways, enhance program integrity, and provide much-needed flexibility for employers and foreign workers alike.

Permanent Extension of EAD Validity Periods

Effective January 13, 2025, the DHS will permanently extend the automatic renewal period for EADs from 180 days to 540 days. This change is designed to address the lengthy processing times at USCIS and ensure eligible individuals can maintain employment without interruptions.

Who Benefits?

The expanded automatic EAD extensions apply to individuals in various categories, including but not limited to:

Adjustment of status applicants

H-4, L-2, and E-dependent spouses

Refugees and asylees

TPS beneficiaries

Violence Against Women Act (VAWA) self-petitioners

Employers should remain proactive by identifying employees who may benefit from these extensions and providing necessary support for timely EAD renewals.

Modernizing the H-1B Program

On January 17, 2025, the DHS will implement sweeping changes to the H-1B visa program. These updates focus on streamlining processes, offering greater flexibility, and reinforcing compliance. Here are the most impactful changes:

Specialty Occupation Clarifications

The DHS is refining the definition of a specialty occupation, emphasizing the direct relationship between the required degree field and job duties. This clarification provides employers more latitude in listing acceptable degree fields for positions while maintaining compliance.

Amended Petitions

Employers must now adhere to updated guidelines when filing amended petitions due to changes in an H-1B worker's work location. These rules align with current policy to ensure consistency.

Employer-Employee Relationship

A major shift eliminates the rigid employer-employee relationship requirement. Beneficiary-owners of petitioning entities may now qualify for H-1B status, provided they meet specific parameters, including performing specialty occupation duties for the majority of their time.

Cap Exemptions

Nonprofit and governmental research organizations will benefit from expanded definitions, allowing more flexibility for H-1B cap-exempt petitions. This change also accommodates remote work arrangements, focusing on the job duties rather than the physical location of the work.

Key Integrity Measures

To protect the integrity of the H-1B program, the DHS is introducing the following safeguards:

Bona Fide Job Offers: Employers must establish the legitimacy of the job offer, supported by contracts and documentation.

Third-Party Placements: For H-1B workers assigned to third-party worksites, the specialty occupation determination will now prioritize the requirements of the third party.

Site Visits: USCIS site visits will be codified, and non-compliance could lead to petition denial or revocation.

What Employers Should Do Now

Audit Workforce: Evaluate current employees on EADs or H-1B visas to understand how these changes may impact them.

Stay Updated: Monitor filing deadlines and regulatory updates to avoid disruptions.

Leverage Support: Work closely with immigration professionals to ensure compliance with the new rules.

Your Trusted Partner in Immigration Law At NPZ Law Group, we stay ahead of policy changes to provide actionable guidance for employers and foreign workers. If you’re navigating the complexities of the H-1B program or EAD renewals, our experienced team is here to assist. Contact us today to discuss how these updates might affect your immigration strategy.

Contact Us

For specialty guidance on U.S. and Canadian immigration matters, visit www.visaserve.com or call 201-670-0006. The NPZ Law Group stands ready, willing, and able to assist you with your U.S. and Canadian immigration law needs.

[npzlawyersforimmigration]

Anticipating Immigration Policy Shifts Under a New Trump Administration

With the possibility of Donald Trump returning to the Oval Office, businesses and employees alike should prepare for significant shifts in U.S. immigration policy. Changes are expected to impact not just those on work visas but also employers who interact with the broader immigrant workforce. Here are five key areas to monitor and steps to stay ahead of the curve:

1. Enhanced Worksite Compliance and Audits

Employers can expect an uptick in worksite investigations, particularly in industries reliant on immigrant labor, such as construction, agriculture, and hospitality. Immigration and Customs Enforcement (ICE) may intensify Form I-9 audits and worksite inspections, with penalties for non-compliance potentially reaching tens of thousands of dollars.

How to Prepare:

Conduct regular internal audits of Form I-9 records to ensure accuracy.

Train HR personnel on proper completion and verification processes.

Develop a response plan for potential site visits by ICE agents.

2. Uncertainty for Humanitarian Program Beneficiaries

Programs like Temporary Protected Status (TPS) and Deferred Action for Childhood Arrivals (DACA) are likely to face renewed scrutiny. Businesses employing individuals under these protections should assess the potential impact of changes on their workforce.

Employer Action Plan:

Review workforce data to identify employees relying on humanitarian work authorization.

Avoid discriminatory practices during hiring or employment verification processes.

Develop contingency plans for workforce disruptions.

3. Stricter Oversight of Employment Authorization

The Trump administration may revisit Employment Authorization Document (EAD) policies, potentially impacting foreign nationals with temporary work authorization. While the 540-day automatic extension period provides some relief, employers should encourage early renewal applications to avoid gaps in work authorization.

Proactive Steps:

Monitor EAD expiration dates and ensure timely re-verification.

Encourage employees to submit renewal applications at the earliest opportunity.

Stay informed about potential regulatory changes to EAD processing.

4. Tightened Visa Adjudication Standards

Employment-based visa programs, including H-1B and L-1 visas, could see heightened scrutiny and a resurgence of Requests for Evidence (RFEs). Employers sponsoring foreign workers may face longer processing times and stricter eligibility requirements.

Best Practices:

File renewal applications early and consider upgrading to premium processing.

Prepare comprehensive documentation to support visa petitions.

Explore long-term immigration strategies, such as initiating green card sponsorship earlier.

5. Challenges in International Travel and Visa Issuance

Increased delays and scrutiny at U.S. embassies, consulates, and ports of entry may become the norm. A return to travel restrictions targeting certain countries could further complicate international mobility for employees.

Guidance for Employees:

Travel with all required and supplementary documentation, including recent pay stubs and employment verification letters.

Limit international travel when possible to avoid disruptions.

Stay informed about potential travel bans or policy changes.

Partner with NPZ Law Group to Navigate the Shifting Immigration Landscape

As immigration policies evolve, businesses and employees must remain vigilant and proactive. At NPZ Law Group, our team of immigration experts provides strategic guidance to help employers comply with changing regulations and protect their workforce. Contact us today to learn how we can assist with your immigration needs.

Contact Us

For specialty guidance on U.S. and Canadian immigration matters, visit www.visaserve.com or call 201-670-0006. The NPZ Law Group stands ready, willing, and able to assist you with your U.S. and Canadian immigration law needs.

[npzlawyersforimmigration]

USCIS Updates O-1 Visa Guidance: What Experts in Emerging Technologies Need to Know

https://visaserve.com/uscis-updates-o-1-visa-guidance-what-experts-in-emerging-technologies-need-to-know/

#O1Visa #USCISUpdate #ImmigrationNews #EmergingTechnologies #ExtraordinaryAbility #AIExperts #VisaGuidance #USImmigration

[npzlawyersforimmigration]

[npzlawyersforimmigration]

https://www.reuters.com/world/india-says-us-h1b-visas-benefit-both-countries-after-trump-musk-backing-2025-01-03/?utm_campaign=5528154-2025%20Immigration%20News%20Digest&utm_medium=email&_hsenc=p2ANqtz-8gP3KPeI3pm7XxejY2BOIJfqWY8rMaB_37AuJouq_QVGy6AJ64RIsjEKXb4nanpRXsLEH1sy2nfkQQb4SaHoqQFzj0G13_u3YQTEHsv4iI6mj-ryQ&_hsmi=341127113&utm_content=340989885&utm_source=hs_email

New Delhi officials emphasized that skilled professionals' mobility strengthens India-U.S. relations and benefits both nations amid recent H-1B visa discussions involving President-elect Donald Trump and Elon Musk.

"India received about 78% of the 265,777 H1B visas issued by the United States in the fiscal year ended Sept. 30, 2023."

[npzlawyersforimmigration]

The Biggest Changes Under the New H-1B Modernization Rules

https://visaserve.com/the-biggest-changes-under-the-new-h-1b-modernization-rules/

#H1b #h1bvisa #H1BModernization #USCISUpdates #WorkVisa #ImmigrationPolicy #FraudPrevention #SpecialtyOccupation #VisaExtensions

[npzlawyersforimmigration]

How to Correct Errors on Your I-94 Record: A Step-by-Step Guide

https://visaserve.com/how-to-correct-errors-on-your-i-94-record-a-step-by-step-guide/

#I94Errors #ImmigrationHelp #CBPUpdates #TravelTips #VisaCorrections #ImmigrationLaw #StayInStatus #I94Fix