January 26, 2022

Automated IP Enforcement: Moving Towards Better Results

Last year in our article “What Will Post Pandemic IP Enforcement Look Like,” we looked at the future of enforcement and what strategies may emerge and take root post-pandemic. As it appears we are moving to an endemic stage, it may be a good time to revisit some key ideas.

Over the course of the last two decades, online brand protection has changed tremendously. I recall the days when we received monthly reports of violative goods on a single platform on which we then took action. Today, we monitor a multitude of platforms on a daily basis for a variety of clients. At various times, our clients have asked us to utilize specialized software or services to assist in the effort. We have had the opportunity to sample the full gamut of providers.

As these monitoring services have improved over the years, they have performed better. However, even with various iterations and implementations of artificial intelligence, none we have utilized are able to fully meet the enforcement challenge. Absent the presence of human intervention, the net cast is often too broad and cannot fully discern the subtleties of identification. Previously, we discussed the importance of data. However, if the volume or content of that data impedes the enforcement process, additional steps must be taken.

I am all for automating as much of the process as possible with the caveat that the results are able to be acted upon immediately and not encumber the takedowns. Unfortunately, a fully automated process seems to routinely produce many false positives. Our experience is that trained personnel are needed to cull the results and better identify actionable content. This is done to avoid possibly costly mistakes by removing genuine or even unrelated product.  While technology and the data it can produce represent a significant step forward in the battle against counterfeit goods, do not underestimate the need for a review process that ultimately helps the software perform better. That review process may also help a brand better define the scope of the problem. If initial results appear to indicate 10,000 violative items on a platform, further review may reveal the number is actually in the low hundreds.

Working with your software provider and highlighting the issues you may be having certainly does have an impact.  Algorithms can be changed and parameters altered to create a better and more refined user experience. Many of the software vendors will work closely with you to understand the issues and implement necessary changes. Again, it is up to the brand representative to monitor and provide ongoing feedback. Each brand has different needs and strategies that cannot be accommodated by one size fits all products. Luckily, we have reached a point where suggestions and considerations can be incorporated quickly in pulling actionable results.

In the end, the data and utility of the correct (for your brand) enforcement platform can act as force multipliers for your efforts which may have been impacted by headcount or budget reductions. However, be an active user, willing to review and push for the best results. Technology is only as good as your knowledge and insight can push it to be.

January 24, 2022

Biden Administration Announces Expansion of Immigration Policies to Benefit STEM Students, Scholars and Researchers

The Biden-Harris Administration announced an expansion of immigration policies to benefit Science, Technology, Engineering, and Mathematics (STEM) degree students and graduates, in a stated effort to strengthen the U.S. economy and competitiveness. The new policies affect the F-1 student, J-1 exchange visitor, and O-1 extraordinary ability nonimmigrant visa categories, as well as the EB-2 National Interest Waiver immigrant visa category.

F-1 STUDENTS

F-1 students are typically eligible for up to one year of post-graduate Optional Practical Training (OPT), which allows the F-1 student to gain practical work experience related to their degree.  F-1 students who graduate with a STEM degree are eligible for an additional two years of OPT (STEM OPT). The Biden-Harris Administration has now expanded the list of academic fields that qualify as STEM degrees with 22 new fields of study added, and thus, a greater number of F-1 students will be eligible for STEM OPT.

J-1 EXCHANGE VISITORS

  • New initiative for J-1 scholars, specialists, students, interns, trainees, teachers, and professors: The Biden-Harris Administration announced its Early Career STEM Research Initiative, in partnership with BridgeUSA to facilitate the matching of organizations with STEM Exchange Visitors. The initiative aims to increase the number of STEM-focused educational and cultural exchanges.
  • Extension of academic training for J-1 students: J-1 undergraduate and pre-doctoral students are a typically eligible for up to 18 months of post-graduate academic training, which allows the J-1 student to gain practical experience related to their degree.  The Biden-Harris Administration announced it will now allow academic sponsors to request STEM-related academic training for up to 36 months for college and university students pursuing STEM undergraduate or pre-doctoral degrees and recent graduates who seek to commence academic training no later than 30 days after completion of their STEM-related studies. The extension of academic training applies to the current (2021-22) and subsequent (2022-23) academic years.

O-1 EXTRAORDINARY ABILITY

USCIS updated its Policy Manual to clarify eligibility determinations and provide examples of evidence that petitioners may submit on behalf of foreign nationals seeking O-1 extraordinary ability visa classification.  The policy update:

  • Expands the circumstances in which petitioners may submit comparable evidence to the listed regulatory criteria, and allows adjudicating officers to consider any potentially relevant evidence in making the final adjudication. Examples include: journal impact factors, total rate of citations relative to others in the field, research experience with leading institutions, and unsolicited invitations for the beneficiary to present at nationally or internationally recognized conferences.
  • Provides for a broader interpretation of the field of expertise and area of extraordinary ability, allowing adjudicating officers to consider accomplishments in related occupations involving shared knowledge and skillsets.

EB-2 NATIONAL INTEREST WAIVER

In an update to its Policy Manual, USCIS:

  • Provides an overview of the three-prong analysis used to adjudicate requests for a national interest waiver of the job offer and the permanent labor certification requirement – and accompanying test of the labor market.  Although the policy does not change the analysis prongs used in prior adjudications, the expanded overview addresses how officers should review evidence under each prong.
  • Elaborates on specific evidentiary considerations for STEM fields.  Of note, USCIS will consider an advanced degree in a related STEM field, particularly Ph.D., as an “especially positive factor”.
  • Directs officers to recognize the importance of critical and emerging technology fields, including those published by the National Science and Technology Council or the National Security Council.
  • Provides that officers should consider letters from interested US government agencies or federally funded research centers of particular weight for substantiating benefit to the national interest.

WHAT EMPLOYERS AND FOREIGN NATIONALS SHOULD KNOW

The expansion of STEM initiatives across the F-1, J-1, and O-1 visa categories, as well as National Interest Waiver petitions, is a welcome development that provides additional pathways for STEM students and researchers to continue ongoing research efforts in the U.S. As emphasized by the White House, the revisions to the policy manual relating to O-1 and National Interest Waiver petitions are expected to facilitate clarity and predictability in adjudications.

Gibney will continue to provide updates on these new changes. For questions, please contact your Gibney representative, or email info@gibney.com.

January 18, 2022

Plan Now for H-1B Cap Registration FY 2023

USCIS is expected to continue using its electronic registration process for fiscal year (FY) 2023 H-1B cap season. The registration period will run in March 2022 for a minimum of 14 calendar days.

H-1B CAP FY ‘23 Registration Overview

  • Cap-subject H-1B employers intending to sponsor H-1B workers must first register each intended beneficiary electronically with USCIS during the registration period.
  • There is a $10 fee for each registrant.
  • If the number of registrations exceeds the number of H-1B visas available under the annual quota as expected, USCIS will randomly select a sufficient number of registrants projected to reach the FY2023 H-1B cap.
  • The Department of Homeland Security recently withdrew a final rule that would have made the registration selection wage-based. Thus, as in previous years, there will be a random selection process once the initial registration period closes in March.
  • After the first round of selection, Employers will have a 90-day window during which to file H-1B cap petitions for selected registrants. The petition filing period is expected to start no later than April 1, 2022.
  • Employers may file an H-1B cap petition for selected registrants only; no substitutions are permitted.
  • If by the end of the first filing window USCIS has not received enough petitions to reach the annual quota, they may designate subsequent filing windows until all the visa numbers are allocated.

Registration Highlights

  • In completing the registration, employers must identify whether an individual qualifies for an H-1B pursuant to the advanced degree cap (reserved for individuals holding a U.S. master’s degree or higher) or the standard H-1B cap.
  • Employers may register multiple individuals at once, using a single online “batch” submission.
  • An employer may only submit one registration per intended beneficiary in any fiscal year. If an employer registers a beneficiary more than once in the same fiscal year, all registrations submitted by that employer for that beneficiary will be invalidated.
  • The registration may be prepared and submitted by the employer’s authorized representative.

What Should Employers Do Now?

Employers should work with counsel now to identify current or prospective employees who may require an H-1B petition to work in the U.S. and to take appropriate steps to ensure timely online registration of identified candidates. Potential beneficiaries include, but are not limited to:

  • New hires from overseas.
  • F-1 students completing a qualifying course of study or currently working pursuant to Optional Practical Training.
  • Some L-1 visa holders.
  • TN, E-3 and other nonimmigrant visa holders who wish to change to H-1B status in the coming year.
  • H-4 dependent EAD holders.

Background

H-1B Categories and Annual Quotas

H-1B petitions generally fall within two categories:

  • “Standard” Cap Petitions. The minimum educational requirement for a standard H-1B petition is a bachelor’s degree or its equivalent. Standard cases are capped at 65,000 visas annually with approximately 6,800 reserved for nationals of Chile and Singapore.
  • Advanced Degree Petitions. The beneficiary must hold an advanced degree, defined as a master’s degree or higher, awarded by a U.S. university. USCIS allocates an additional 20,000 H-1B visas for U.S. advanced degree holders each fiscal year.

H-1B CAP FY ’22 – Numbers

  • USCIS received 308,613 H-1B CAP registrations.
  • Approximately 48% of registrations were submitted under the advanced degree cap.
  • Over 37,000 U.S. employers submitted an H-1B CAP Registration on behalf of their employees.
  • USCIS conducted three round of selections (in April, August and November) in an effort to reach the annual quota.

H-1B Petitions Not Subject to the Cap

As a reminder, certain H-1B petitions are not counted against the annual cap, including:

  • Individuals in H-1B status previously counted against the cap. In most instances, individuals who were counted against the cap in a previous fiscal year are not subject to the current cap. This includes extensions of status for current H-1B visa holders, changes in the terms of employment for current H-1B workers, and most petitions for changes of H-1B employers and petitions for concurrent employment in a second H-1B position.
  • Petitions filed by cap exempt organizations. H-1B petitions for employment at institutions of higher learning or related/affiliated nonprofit entities, nonprofit research organizations, and governmental research organizations are cap-exempt, and may be filed any time throughout the year.

USCIS will publish more information about the cap registration process in the weeks ahead. Gibney will provide additional information as it becomes available. For questions, please reach out to your Gibney representative or email info@gibney.com.

January 14, 2022

Supreme Court Strikes Down OSHA’s Covid-19 Vaccination and Testing ETS: What This Means for Employers

On January 13th, the Supreme Court in National Federation of Independent Business v. Department of Labor, invalidated the Occupational Safety and Health Administration’s (OSHA) COVID-19 vaccine-or-test Emergency Temporary Standard (ETS) for large private employers (employers with 100 or more employees). The January 13 decision throws out the ETS issued by OSHA in November to require large employers to develop, implement, and enforce a COVID-19 vaccination-or-testing policy.

The Decision

In a 6-3 decision, the Supreme Court held that the Occupational Safety and Health Administration overstepped its authority by seeking to impose the vaccine-or-test rule on all U.S. businesses with at least 100 employees. “OSHA has never before imposed such a mandate,” the Court noted. “Nor has Congress. Indeed, although Congress has enacted significant legislation addressing the COVID–19 pandemic, it has declined to enact any measure similar to what OSHA has promulgated here.”

The Court ruled that OSHA lacked the authority to impose a vaccine mandate on private employers because the law that created OSHA “empowers the Secretary (of Labor) to set workplace safety standards, not broad public health measures.” The Court refused to uphold the mandate which effectively ordered 84 million Americans to either obtain a COVID-19 vaccine or undergo weekly medical testing at their own expense. The Supreme Court held that upholding the OSHA ETS “would significantly expand” OSHA’s authority beyond the limits Congress set.

What this Means for Private Employers

  • While the Supreme Court’s decision invalidated the ETS and narrowed OSHA’s authority, the decision does not limit the right of employers, states, or municipalities, if they so choose, to require employees to be vaccinated against COVID-19 (while giving consideration for proper religious and medical exemptions) or require the unvaccinated to be tested regularly.
  • Employers will now be subject to state and local guidelines and restrictions with respect to COVID-19 protocols in the workplace. Employers with multiple locations may be faced with inconsistent, and potentially contradictory, standards governing worksites in different states and localities.
  • Employers are advised to review their Covid policies in light of the now invalidated OSHA standards to ensure that they are compliant with state and local laws applicable to the locations where they operate.

What this Means for Health Care Employers

  • On the same day that the Supreme Court struck down the OSHA ETS applicable to all large employers, it upheld the vaccine mandate applicable to health care employers who receive federal payments from either Medicare or Medicaid.
  • In a 5-4 decision, the Court in Biden v. Missouri held that the vaccine mandate for health care workers was justified by the spending clause of the Constitution, which allows the federal government to impose conditions when it provides funding for programs like Medicaid and Medicare.
  • Health care provider employers that receive any Medicare or Medicaid payments will need to comply with the federal vaccine mandate for health care workers.
As always, we encourage employers to consult with counsel with their specific questions and concerns related to compliance with federal, state and local statutes and regulations related to Covid-19. For employment-related questions, please contact Robert J. Tracy, contact your Gibney representative or email info@gibn
December 28, 2021

USCIS Issues EAD Expedite Guidance for Health Care Workers

Effective immediately, USCIS will consider requests to expedite processing of applications to renew Employment Authorization Documents (EADs)  for health care workers.

Who Qualifies?

Qualifying health care workers may request expedited issuance of their EAD if they have:

  • A pending EAD renewal application filed on Form I-765;  and
  • An EAD  that expires within 30 days or less, or has already expired.

A qualifying health care worker is defined very broadly in the DHS advisory memorandum (“Healthcare / Public Health” section, pages 7-9).  In addition to individuals providing direct patient care, it includes, but is not limited to:

  • Workers, including laboratory personnel, that perform critical clinical, biomedical and other research, development, and testing needed for COVID-19 or other diseases;
  • Workers required for effective clinical, infrastructure, support services, and administrative operations, among other functions,  across the direct patient care and full health care and public health spectrum;
  • Workers needed to provide laundry services, food services, reprocessing of medical equipment and waste management;
  • Workers that manage health plans, billing and health information and who cannot work remotely;
  • Workers at manufacturers including biotechnology companies and distributers of medical products and equipment, and pharmaceuticals;
  • Pharmacy staff; and,
  • Home health workers.

Please refer to the DHS advisory memo referenced above for a comprehensive list.

How to Request Expedite

According to the USCIS guidance for requesting an expedite , requestors may contact USCIS by phone to request the expedite and should be prepared to provide evidence of their profession or current employment as a health care worker.  USCIS does not indicate how quickly it will process the expedite request; only that it will process the application faster than its standard posted processing times, which are typically numerous months

For additional information, please contact your designated Gibney representative or email info@gibney.com.

 

December 28, 2021

U.S. to Lift Southern Africa Travel Ban

The White House indicates that it intends to lift the regional travel ban restricting travel from eight southern African countries effective December 31, 2021 at 12:01 am ET.

The regional travel ban restricting travel from Botswana, Eswatini, Lesotho, Malawi, Mozambique, Namibia, South Africa and Zimbabwe was short-lived. It was initially imposed on November 29, 2021 in response to the emergence of the COVID-19 Omicron variant, and was met with widespread criticism as the variant spread in non-restricted countries. According to the White House, lifting of the ban comes at the recommendation of the Centers for Disease Control and Prevention (CDC) and is based on a greater understanding of how vaccines work against the Omicron variant.

Individuals traveling into the U.S. by air remain subject to the COVID-19 vaccination requirements under Proclamation 10294, as well as related CDC travel requirements, including updated COVID-19 testing requirements.

A Caution Regarding Testing

Travelers who are in the U.S. and who require a negative COVID-19 test to return to their country of origin are cautioned that the demand for testing in some areas of the U.S. has surged with the Omicron variant.  Once a test is secured, it may take 5-7 days to obtain test results, particularly in connection with PCR testing, making compliance with travel testing requirements difficult.  Individuals in the U.S. requiring a negative COVID-19 test to return abroad should plan accordingly.

For additional information about travel restrictions, please contact your designated Gibney representative, or email info@gibney.com.

December 3, 2021

CDC Tightens COVID Testing Requirements for Travelers

Effective December 6, 2021, all international travelers must take a COVID-19 viral test, regardless of vaccination status or citizenship, no more than 1 day before travel by air into the United States. Travelers must show a negative result to the airline before boarding their flight.  For those who have recently recovered from COVID-19, they may instead travel with documentation of recovery from COVID-19.

Required documentation of recovery includes a positive COVID-19 viral test result on a sample taken no more than 90 days before the flight’s departure from a foreign country and a letter from a licensed healthcare provider or a public health official stating that individual is cleared to travel.  Further details regarding CDC travel guidance and testing requirements are available here.

Due to frequently changing country conditions and global entry requirements, all travelers should check with airlines and  investigate restrictions imposed by their destination country when making travel plans and  immediately prior to departure.

For additional information, please contact your designated Gibney representative or email info@gibney.com.

 

 

November 29, 2021

Biden Administration Imposes Regional Travel Restriction for Southern African Countries

The Biden Administration issued a Presidential Proclamation restricting  travel to the U.S. for noncitizens who have been present in Botswana, Eswatini, Lesotho, Malawi, Mozambique, Namibia, South Africa and  Zimbabwe at any point during the 14 day period prior to arrival in the U.S.

The ban took effect 12:01 AM EST on November 29, 2021 and will remain in effect until lifted by the President. This new regional travel restriction for countries in southern Africa stems from the emergence of the Omicron variant of COVID-19.

Who is Exempted from the New Regional Travel Restriction

Similar to prior regional travel restrictions, the new travel ban does not apply to:

  • U.S. citizens
  • U.S. lawful permanent residents;
  • any noncitizen national of the U.S.
  • any noncitizen who is the spouse of a U.S. citizen or lawful permanent resident
  • any noncitizen who is the parent or legal guardian of a U.S. citizen or lawful permanent resident, provided that the U.S. citizen or lawful permanent resident is unmarried and under the age of 21;
  • any noncitizen who is the sibling of a U.S. citizen or lawful permanent resident, provided that both are unmarried and under the age of 21;
  • any noncitizen who is the child, foster child, or ward of a U.S. citizen or lawful permanent resident, or who is a prospective adoptee seeking to enter the U.S. pursuant to the IR-4 or IH-4 visa classifications;
  • any noncitizen traveling at the invitation of the United States Government for a purpose related to containment or mitigation of the virus;
  • any noncitizen traveling as a nonimmigrant pursuant to a C-1, D, or C-1/D nonimmigrant visa as a crewmember or any noncitizen otherwise traveling to the U.S. as air or sea crew;
  • any noncitizen seeking entry into or transiting the U.S.  pursuant to one of the following visas:  A-1, A-2, C-2, C-3 (as a foreign government official or immediate family member of an official), E-1 (as an employee of TECRO or TECO or the employee’s immediate family members), G-1, G-2, G-3, G-4, NATO-1 through NATO-4, or NATO-6 (or seeking to enter as a nonimmigrant in one of those NATO categories); or whose travel falls within the scope of section 11 of the United Nations Headquarters Agreement;
  • any noncitizen who is a member of the U.S. Armed Forces or who is a spouse or child of a member of the U.S. Armed Forces;
  • any noncitizen whose entry would further important United States law enforcement objectives, as determined by the Secretary of State, the Secretary of Homeland Security, or their respective designees, based on a recommendation of the Attorney General or his designee; or,
  • any noncitizen or group of noncitizens whose entry would be in the national interest, as determined by the Secretary of State, the Secretary of Homeland Security, or their designees.

Visas and National Interest Exemptions

Imposition of the new regional travel ban raises questions regarding visa issuance in the impacted countries. With prior regional bans, U.S. consulates stopped processing visas for applicants in the travel restricted countries.  This prevented numerous individuals from securing a visa and then quarantining in a non-restricted country prior to traveling to the U.S.   Also, with prior travel bans, National Interest Exemptions (NIEs) were granted under evolving standards.  We await further guidance from the U.S. Department of State as to whether it will continue to process visa applications in the impacted countries, the standards for NIEs under the new ban, and the validity of NIEs that were previously issued for travelers from South Africa.  Individuals traveling from the restricted region who were previously issued an NIE should not assume that the NIE remains valid for travel to the U.S.

Update November 30, 2021: According to U.S. Customs and Border Protection, NIEs issued under previous proclamations are void with respect to the new regional travel ban for southern African countries. For example, a visa holder from South Africa who was previously issued an NIE in connection with the January 25, 2021 Proclamation restricting travel from South Africa may not use that NIE to secure admission pursuant to the November 26, 2021 Proclamation.  We await an official announcement from the Department of State confirming that the previously issued NIE is void and/or issuing instructions on how to secure a new NIE.

Vaccination and Testing Requirements for All International Travelers

Noncitizen nonimmigrants traveling to the U.S. who are not subject to the new regional travel restrictions nonetheless remain subject to the global vaccination requirement imposed by Presidential Proclamation 10294  and effective November 8, 2021.

Additionally, prior to boarding a flight to the U.S., all travelers – noncitizen nonimmigrants, U.S. citizens, U.S. LPRs and U.S. nationals – are required to show one of the following:

  • If fully vaccinated: Proof of vaccination and a negative COVID-19 test result taken no more than 3 days before travel.
  • If NOT fully vaccinated: A negative COVID-19 test result taken no more than 1 day before travel.

Update: Effective December 6, 2021, all travelers, regardless of vaccination status or citizenship, must present a negative COVID-19 test result taken no more than 1 day before travel.

Children under 2 years old are not required to test. There are also accommodations for people who have documented recovery from COVID-19 in the past 90 days. Additional information about the testing requirement is available here.

Additional Information

As the world reacts to the Omicron variant, other countries, including, but not limited to, the European Union member countries, the United Kingdom, Japan, Israel and Morocco, announced travel  restrictions, and some countries may impose additional quarantine and testing requirements for other travelers.  All travelers should check with airlines and  investigate restrictions imposed by their destination country when making travel plans and  immediately prior to departure.

For additional information, please contact your designated Gibney representative or email info@gibney.com.

November 15, 2021

USCIS Quickly Implements New Employment Authorization Policy for H-4, L and E Spouses

On November 12, 2021, USCIS updated its Policy Manual to permit H-4, E and L nonimmigrant dependent spouses to receive automatic extension of employment authorization in certain circumstances. Earlier in the week, USCIS announced that it would implement new policies for H-4 and L spouses within 120 days. In updating its Policy Manual, USCIS moved quickly to implement the new polices and to expand the benefits to E spouses.

AUTOMATIC EXTENSION OF EADS – H-4, E and L Spouses

Effective immediately, nonimmigrant H-4, E and L spouses qualify for an automatic extension of their Employment Authorization Document (EAD) when they file to renew their EAD provided:

  • The I-765 application to renew the EAD is filed prior to the EAD expiration date and
  • The H-4, E or L spouse has an unexpired I-94 showing valid underlying nonimmigrant status.

For purposes of Form I-9 employment verification purposes, the nonimmigrant spouse  may present the following as evidence of work authorization:

  1. Unexpired  Form I-94 showing valid H-4, E or L-2  nonimmigrant status;
  2. Facially Expired EAD; and
  3. Form I-797C (Notice of Action/Receipt) showing a timely filed  I-765 EAD renewal application

The automatic extension of the EAD is valid until:

  • Expiration of the underlying  Form I-94;
  • 180 days from the prior EAD expiration; or
  • Adjudication of the I-765 extension application, whichever comes first.

L AND E SPOUSES – EMPLOYMENT AUTHORIZED INCIDENTAL TO STATUS

USCIS also clarified that it will consider L and E dependent spouses to be employment authorized incidental to their status. This means that upon admission and issuance of a valid I-94 document showing L-2 or E spousal status,  E and L nonimmigrant spouses will automatically be authorized to work without the need to apply for an EAD. This applies only to E and L spouses. It does not apply to H-4 spouses or H-4, E or L dependent children.

The Department of Homeland Security (DHS) will immediately take steps to modify Forms I-94 to distinguish E and L dependent spouses from dependent children. Once changes to the Form I-94 are made, the new Form I-94 with the spousal annotation will serve as evidence of employment authorization as a List C document for Form I-9 employment verification eligibility purposes.   Only a Form I-94 annotated as an L-2 or E “spouse” may serve as evidence of employment authorization. An L or E spouse with an I-94 that does not bear the new spousal annotation must also present an EAD for employment authorization purposes.

Gibney will continue to monitor implementation of the policies, and will provide updates. In the interim, if you have any questions, please contact your designated Gibney representative or email info@gibney.com.

November 15, 2021

Plan Ahead for Holiday Travel: 2021 Checklist for Foreign Nationals and Employers

International travelers  should expect busy consulates and U.S. Ports of Entry with the lifting of travel bans coinciding with the holiday season.  Additionally, some consulates are not fully operational and many are experiencing limited appointment availability and delays in visa processing. Consular appointments are subject to cancellation with little notice. We encourage all travelers to plan ahead to minimize delays when traveling abroad and entering the U.S. Our holiday travel checklist is designed to help foreign national employees and employers schedule appointments and gather required documentation in advance.

NEW REQUIRMENTS FOR INTERNATIONAL TRAVELERS

New requirements for international travelers to the U.S. took effect November 8, 2021.  Foreign nationals traveling to the U.S. are required to provide proof of full vaccination against COVID-19 and proof of a negative COVID-19 test taken within 3 days of boarding a flight to the U.S. The accepted types of vaccines include FDA approved or authorized vaccines and WHO Emergency Use Listing vaccines. More information regarding vaccines is available from the Centers for Disease Control (CDC).

U.S. ENTRY: STATUS AND DOCUMENTATION CHECKLIST

  • Confirm the validity of passports for all travelers. Valid passports are required for all international travelers and accompanying family members, including U.S. and Canadian citizens. Renew passports in advance to ensure at least six months’ validity at the time of any visa application or entry to the U.S. Many countries allow renewal of passports by mail through their consulates or embassies in the U.S.
  • Carry all documents required for admission to the U.S. Upon entry to the U.S., some entrants may need to show additional evidence of work authorization or government approval in addition to a passport and valid visa stamp. Documents vary by visa classification but may include an original I-797, Approval Notice; endorsed Form I-129S; Advance Parole Document; Employment Authorization Document (EAD); Form DS-2019 with travel authorization; and/or endorsed Form I-20.
  • Verify the U.S. admission classification/expiration date. Upon entry to the U.S., foreign nationals should expect a U.S. Customs and Border Protection (CBP) officer to create an electronic I-94 record and issue a passport stamp, annotated with the class and duration of admission. Before leaving the CBP inspection area, verify that the admission classification and expiration date entered in the passport are correct, and immediately alert the CBP officer to any errors.
  • Review your I-94 record. After each entry to the U.S., foreign nationals should access and review the electronic I-94 record available on the CBP website. Expiration dates for the I-94, underlying petition, or work permit may be different from the expiration date on the visa stamp. Send Immigration Counsel a copy of your I-94.

CHECKLIST FOR FOREIGN NATIONAL EMPLOYEES (AND EMPLOYERS) WHO DO NOT HAVE A VALID VISA IN THEIR CURRENT PASSPORT

  • Consult with Immigration Counsel in advance. Immigration counsel can help to prepare for enhanced vetting and for the consular interview before you apply for a visa. Schedule consultations 60-90 days in advance whenever possible. Keep in mind that appointment wait times at U.S. consulates can range from a few days to a few months.
  • Check the Consulate’s website prior to travel. If you require visa issuance at a consulate abroad, review information on specific procedures regarding booking visa appointments and documentation required for visa interviews. Consular procedures vary widely and are subject to change with little notice.
  • Complete Form DS-160. This form is required for all visa applicants including dependent spouses and children of principal visa holders. Retain a copy of the final form at the time of submission. Many consulates require that the visa application be completed prior to scheduling a visa appointment.
  • Review your visa application/petition. Review the petition prepared by Immigration Counsel on your behalf prior to traveling, to ensure the accuracy of the information reported and consistency with visa applications.
  • Review your online profiles. This includes information in online employee profiles and company pages as well as social media profiles. Government officials at USCIS, consulates, and U.S. Ports of Entry review online profiles of visitors and foreign workers applying for benefits or seeking entry to the U.S.
  • Update company information. Employers should update company pages and sites such as Dunn & Bradstreet that may be referenced by immigration officers to verify employment or business information.
  • Gather employment verification. If you are applying for a temporary work visa, most consulates require current employment verification letters from employers. Request these letters in advance of travel to allow adequate time for Human Resources to prepare them. Maintain copies of recent paystubs as evidence of current employment.
  • Disclose any arrests/detainment to Immigration Counsel. Consult with Immigration Counsel if you have been arrested or detained by law enforcement, even if not charged/convicted. Consult with counsel before departing the U.S. or applying for a visa or any other immigration benefit. Citations, arrests or detentions may require disclosure on applications and may impact immigration status and/or eligibility for immigration benefits.
  • Check consulate wait times. Review the consulate website for visa appointments and processing times and alert Immigration Counsel immediately if visa issuance is delayed due to security or background clearance issues.
  • Confirm consulate holiday hours. Consulates abroad observe both U.S. and local country holidays and some offices may be short-staffed due to vacations.

TRAVEL DOCUMENTS IF YOU DON’T NEED A VISA FROM THE CONSULATE

  • Visa Waiver Program travelers must have a valid ESTA approval. The Electronic System for Travel Authorization (ESTA) is a mandatory, online pre-screening system for Visa Waiver Program (VWP) travelers. ESTA is only available for travelers who are citizens of recognized VWP countries who wish to enter the U.S. for B-1 business/B-2 tourism purposes. VWP travelers must obtain a valid ESTA approval prior to travel, which may be valid for up to two years. Note that a new ESTA approval is needed when a VWP traveler obtains a new passport and/or changes his/her name or country of citizenship, and when answers to any of the VWP eligibility questions (e.g., regarding an arrest or visa denial) change.
  • Adjustment of Status applicants and Advance Parole travel documents. With the exception of some H and L visa holders, individuals with pending I-485, Adjustment of Status applications must have a valid original Advance Parole travel document issued prior to departing the U.S. Departing the U.S. without Advance Parole may result in denial of the I-485 application.

HELPFUL LINKS

For specific travel-related questions, please contact your Gibney representative or email info@gibney.com.