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Immigration and Nationality Law and Compliance

Peckar and Abramson’s Immigration Practice Group represents businesses of all sizes (domestic and multinational) academic institutions, organizations and individuals across the United States and the world on a wide range of immigration and compliance matters.

Experience

Nonimmigrant and Immigrant Visa Processing

Finding and keeping foreign talent is an important priority for businesses, research institutions and other organizations.  Peckar & Abramson assists by designing appropriate and efficient strategies to take on foreign workers for temporary and long-term assignments.  Whether it’s bringing executives and managers to the U.S. from foreign affiliates, petitioning professionals or individuals with specialized knowledge to fill temporary needs, or sponsoring essential employees for lawful permanent residency (a “green card”), Peckar and Abramson helps employers navigate the daunting and unforgiving visa processes.

We also counsel individuals on immigrant visa applications based on extraordinary ability, waivers of inadmissibility, family-based immigration, naturalization and the immigration consequences of certain criminal acts.

Immigration Compliance

Employers must assure compliance with Form I-9, E-Verify and Social Security No-Match letters.  Peckar and Abramson helps employers avoid costly civil fines and criminal liability by counseling employers on best practices, drafting policies and procedures, providing training sessions for management on compliance and anti-discrimination, leading internal self-audits, and defending employers facing government raids or audits.  In conjunction with the Labor and Employment Group, we design comprehensive programs, policies and procedures to effectively manage your workforce.

Specific Services

For businesses:

  • H-1 (Specialty Workers/Professionals)
  • H-2 (Seasonal/Temporary Workers)
  • H-3 (Trainees)
  • L-1 (Intra-Company Transferees)
  • O-1 (Persons of Extraordinary Ability)
  • P-1/P-2/P-3 (Performers/Athletes)
  • E-1 (Treaty Trader)
  • E-2 (Treaty Investor)
  • E-3 (special Australian visa)
  • Multinational Executives and Managers
  • Employees with Specialty Knowledge
  • Labor Certification (PERM) Applications
  • I-9 and E-Verify Compliance and Audits

For individuals:

  • Persons with Extraordinary Ability (EB-1)
  • Outstanding Professors and Researchers
  • National Interest Waivers
  • Family-Based Immigration (green cards)
  • Extreme Hardship Waivers
  • Extensions of Stay
  • Citizenship and Naturalization
  • Asylum
  • K-1 (fiancé visas)
  • B-1 (business) or B-2 (travel) visas
  • F-1 (student visas)
  • J-1 (exchange visitor) and waivers
  • Counsel regarding immigration consequences for certain criminal acts

Immigration Compliance Services

In recent years, Immigration and Customs Enforcement (“ICE”) has increased employment verification compliance enforcement actions, including the prosecution of employers and company officials who knowingly hire illegal workers. During an I-9 audit, ICE will not only have access to the company’s Forms I-9 to determine whether substantive or technical errors are present, but may also scrutinize hiring policies and procedures, training schedules, payroll records and other information regarding compliance practices. The worst time to assess the state of your company’s I-9 and E-Verify records is after the government has initiated the audit. Take action now to assure that best practices are being utilized by all members in the employment verification compliance chain. ICE has discretion to be more lenient with employers who have taken good faith steps to review their compliance process and avoid errors in the future. We also offer a complimentary foreign workforce audit and analysis, to help you keep track of important visa processing deadlines and develop long-term strategies for key foreign employees.

Peckar & Abramson offers various services to businesses that want to ensure that compliance is being met on an ongoing basis:

  • Assess the current state of policies and procedures, then either develop or revise the policies and procedures to ensure they reflect up-to-date best practices
  • Advise on proper storage, retention and destruction policies for records
  • Conduct trainings for management and compliance team members on issues relating to I-9 and E-Verify compliance
  • Assist employers with a self-audit of their I-9 records
  • Perform attorney-supervised audits of existing I-9 records
  • Audit H-1B Public Access Files and PERM retention records
  • Defend employers during a government-initiated audit

PROFESSIONALS

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