One of the ongoing trends we have seen over the last five to seven years is an increased use of cross-border permanent transfer (relocation) policies for moving talent, as opposed to long-term expatriate assignment policies.
For U.S. multinational companies, employment-based (EB) green cards are a valuable tool to help attract, develop and retain foreign talent in the United States. There are three options for green cards (EB-1, EB-2 and EB-3) that a company can consider. All three are for indefinite work authorizations, require renewals every 10 years, and allow concurrently filing green card applications for spouses and minor children. Companies do need to consider who is eligible for sponsorship and whether a PERM labor certification is required.
Our good friends at Envoy Global have offered up five tactics for green card success. We would encourage you to download their document for more on:
- Making sure your employee is on a dual-intent visa
- Creating a strategy for testing the labor market
- Setting time expectations for citizens of backlogged countries
- Gathering experience documentation ahead of time
- Finding a trusted partner!
It’s hard to know what you don’t know. Here are five tactics to keep top-of-mind during the green card process. When you sponsor an employee for a green card, you’re helping him or her carve out a permanent place in the U.S. labor market as well as in the community – so the process can be lengthy and is subject to additional review by the U.S. government. To set you up for success, we put together a tip sheet that guides you through some common questions: Which visa type should my employee be on? How should I approach the PERM process? How long will it take? What kind of documentation will my employee need?