For a fifth year in a row, I’ve compiled an annual round-up of what I think are some of the most interesting and important immigration and global mobility tech launches, acquisitions, and fundraising efforts in the prior year. So far, I’ve written immigration tech round-ups for 2019, 2020, 2021, 2022, and
The H-1B visa process is already complex enough, but when you’re hiring a new employee who’s currently abroad—let’s say someone still in India and planning to work remotely—it brings a whole new layer of challenges. Unlike those already in the U.S. on an F-1 visa or another temporary status, where they’re transitioning within a framework,
A few months back, I had the privilege of speaking on a panel about “future-proofing” your immigration practice. Alongside esteemed co-panelists William Stock, Hannah F. Little, and Emily Amara Gordon, Esq., we covered a wide range of topics—from AI integration to process improvement and social media strategies.In this blog post, I’ll dive deeper into four
In the world of immigration compliance, it’s not uncommon for well-meaning regulations to sometimes result in confusing or downright awkward situations—especially for employees working on H-1B visas. Imagine being an H-1B worker and receiving a request from your employer: “Can you please print out this Labor Condition Application (LCA) notice and post it somewhere in
We’ve onboarded a handful of solo immigration attorneys onto LaborLess recently, so I wanted to share some thoughts about why solo immigration attorneys are signing up for a platform that many think is just for big firms with high H-1B volumes.Solo immigration attorneys have smaller clients who need more hands-on supportEmployers who only hire a
A lot of companies are now starting to think about electronic LCA posting for their selected H-1Bs, and they always ask us: “How can we compliantly notify ‘affected workers’ of the online location of these new electronic LCA postings.”And while we can’t give clients legal advice, I always share what we see existing LaborLess users
It’s no secret that many H-1B employers hold onto public access files (PAFs) for too long and that many immigration law firms don’t perform regular PAF audits. But is holding onto PAFs for longer than necessary actually that bad? Or is it acceptable, or perhaps even preferred in some instances?This blog explores the question of
About two years ago, a large immigration law firm who’d gone silent after some prior discussions emailed us back saying that, all of a sudden, they had to get onboard with LaborLess immediately because of a big RFP they were working on. I’d previously spoken to this immigration law firm about LaborLess at length. They
When an employer is hiring a remote H-1B worker, it’s common to instruct that prospective employee (or current employee if it’s an H-1B extension) post their own hard copy LCA notice at home. But in a sense, this is placing a portion of the company’s immigration compliance in the hands of someone who is not,
I recently had a call with a LaborLess prospect and a very specific question came up about whether a remote H-1B worker’s home address, which is listed on their Labor Condition Application (LCA), is personally identifiable information (PII).My instinct was to say “no” since LCAs are inherently public, and publicly available, and so any information
