Immigration

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Reinhart’s comprehensive Immigration Practice specializes in counseling U.S.-based employers that wish to recruit, hire, retain or sever foreign workers. Our attorneys have extensive experience assisting public and private companies of all sizes, and in a variety of industries – including biotechnology, health care, manufacturing, consumer goods, food and beverage, banking and finance, entertainment and sports, professional services, education, religion, aerospace and information technology.

We make it a point to not only assist clients with complex immigration laws and regulations, but also to add value to our counsel by fully understanding our client’s business, financial and human resource needs and labor challenges. Our attorneys serve as strategic business advisers by listening and understanding a client’s immigration efforts, as well as their organizational culture and long-term operational objectives. As a result, we provide effective and holistic advice for an organization’s entire immigration program – developing big-picture policies that take into account all of a client’s locations, departments and divisions, as well as its business objectives, history and culture.

Reinhart’s Immigration attorneys have extensive experience securing immigration benefits for foreign workers at all levels of an organization – from top executives all the way to interns – and in a multitude of areas of employment, including, but not limited to managers, professionals and technical staff. This informed perspective allows us to efficiently assess and solve a client’s particular foreign worker recruiting, hiring and retention issues.

We understand how important it is to also keep an employer informed about these very important legal matters (that typically involve significant liability and responsibility for the employer), such as an H-1B filing or PERM labor certification process. Reinhart’s comprehensive approach ensures that our client’s best interests are being protected, that every client has immediate access to knowledge on legal matters being executed on their behalf and that both an organization and the worker are being advised by well-qualified, experienced lawyers.

Reinhart’s Immigration attorneys not only help interpret, understand and apply immigration laws and regulations, but we are also frequently involved in getting new or enhanced favorable immigration legislation signed into law. We are actively and personally involved in both state and national advocacy efforts to enact laws that enhance and expand an organization’s ability to effectively and efficiently hire and retain foreign workers to meet its human talent needs.

We regularly collaborate with other practices relevant to our client’s immigration law needs, including Health Care, Employee Benefits, Corporate Law, and even, as necessary, from a Litigation perspective.

Our attorneys regularly counsel on the following immigration law matters:

  • Non-immigrant employment visa petitions including H-1B (professionals), O-1 (aliens of exceptional ability), H-2 (intermittent workers), H-3 (trainees), L-1A (managers and executives), L-1B (specialized knowledge), E-1 (treaty traders), E-2 (treaty investors), TN (NAFTA workers), P-1 (entertainers and athletes), F-1 (students who obtain work authorization), and B-1 (business visitors)
  • Blanket L-1 authorization to more easily transfer international employees to the U.S.
  • Permanent residency processing through immigrant visas in the Employment-Based First Preference (EB-1) areas of Multi-national Managers/Executives, Outstanding Researchers and Extraordinary Ability
  • Permanent residency processing through the application for foreign labor certification (PERM) processes for immigrant visas in either the Employment-Based Second and Third Preferences (EB-2 and EB-3)
  • Permanent residency processing through the National Interest Waiver (NIW) process for immigrant visas in EB-2
  • J-1 two-year return and inadmissibility waivers
  • Family-based (marriage, fiancé(e), parent-child, sibling) immigrant visa petitions, when the process is faster, easier or more economical than employment-based
  • Adjustment of Status (I-485) applications to obtain permanent resident status
  • Diversity Visa Lottery permanent resident processing
  • Consular Processing of Immigrant Visas and Nonimmigrant Visas at U.S. Consulates outside the U.S.
  • Post-permanent resident processes such as Reentry Permits, preservation of permanent resident status for naturalization purposes, and naturalization
  • Development of employment verification (I-9) system and E-Verify compliance programs
  • In-house audits of H-1B and I-9 programs, policy development for Department of Labor and Department of Homeland Security investigations, and investigation defense
  • Development of effective anti-discrimination policies related to immigration, including management of Office of Special Counsel (Department of Justice) investigations


  • Non-immigrant employment visa petitions including H-1B (professionals), O-1 (aliens of exceptional ability), H-2 (intermittent workers), H-3 (trainees), L-1A (managers and executives), L-1B (specialized knowledge), E-1 (treaty traders), E-2 (treaty investors), TN (NAFTA workers), P-1 (entertainers and athletes), F-1 (students who obtain work authorization), and B-1 (business visitors)
  • Blanket L-1 authorization to more easily transfer international employees to the U.S.
  • Permanent residency processing through immigrant visas in the Employment-Based First Preference (EB-1) areas of Multi-national Managers/Executives, Outstanding Researchers and Extraordinary Ability
  • Permanent residency processing through the application for foreign labor certification (PERM) processes for immigrant visas in either the Employment-Based Second and Third Preferences (EB-2 and EB-3)
  • Permanent residency processing through the National Interest Waiver (NIW) process for immigrant visas in EB-2
  • J-1 two-year return and inadmissibility waivers
  • Family-based (marriage, fiancé(e), parent-child, sibling) immigrant visa petitions, when the process is faster, easier or more economical than employment-based
  • Adjustment of Status (I-485) applications to obtain permanent resident status
  • Diversity Visa Lottery permanent resident processing
  • Consular Processing of Immigrant Visas and Nonimmigrant Visas at U.S. Consulates outside the U.S.
  • Post-permanent resident processes such as Reentry Permits, preservation of permanent resident status for naturalization purposes, and naturalization
  • Development of employment verification (I-9) system and E-Verify compliance programs
  • In-house audits of H-1B and I-9 programs, policy development for Department of Labor and Department of Homeland Security investigations, and investigation defense
  • Development of effective anti-discrimination policies related to immigration, including management of Office of Special Counsel (Department of Justice) investigations

Knowledge

USCIS Issues Revised Form I-9 Effective January 22, 2017

The U.S. Citizenship and Immigration Services (“USCIS”) has issued a revised Form I‑9, Employment Eligibility Verification form (the “Revised Form I‑9”) that all U.S. employers must use beginning January 22, 2017 for all new hires on or after this date. The revisions are intended to reduce errors and allow for the pre‑filling of certain sections of the form electronically.

| Benjamin T. Kurten

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