The L-1B nonimmigrant classification enables a U.S. employer to transfer a professional employee with specialized knowledge relating to the organization\u2019s interests from one of its affiliated foreign offices to one of its offices in the United States. This classification also enables a foreign company which does not yet have an affiliated U.S. office to send a specialized knowledge employee to the United States to help establish one. The employer must file Form I-129, Petition for a Nonimmigrant Worker with fee, on behalf of the employee.<\/p>\n\n\n\n
To qualify for L-1 classification in this category, the employer must:<\/p>\n\n\n\n
Doing business <\/strong><\/em>means the regular, systematic, and continuous provision of goods and\/or services by a qualifying organization and does not include the mere presence of an agent or office of the qualifying organization in the United States and abroad.<\/p>\n\n\n\n To qualify, the named employee must also:<\/p>\n\n\n\n Specialized knowledge <\/strong><\/em>means either special knowledge possessed by an individual of the petitioning organization\u2019s product, service, research, equipment, techniques, management, or other interests and its application in international markets, or an advanced level of knowledge or expertise in the organization\u2019s processes and procedures (See 8 CFR 214.2(l)(1)(ii)(D)).<\/p>\n\n\n\n The L-1 Visa Reform Act of 2004 applies to all petitions filed on or after June 6, 2005, and is directed particularly to those filed on behalf of L-1B employees who will be stationed primarily at the worksite of an of an employer other than the petitioning employer or its affiliate, subsidiary, or parent. In order for the employee to qualify for L-1B classification in this situation, the petitioning employer must show that:<\/p>\n\n\n\n See INA 214(c)(2)(F) and Chapter 32.3(c) of the USCIS Adjudicator\u2019s Field Manual, available in the \u201cLaws\u201d section of the website.<\/p>\n\n\n\n For foreign employers seeking to send an employee with specialized knowledge to the United States to be employed in a qualifying new office, the employer must show that:<\/p>\n\n\n\n See 8 CFR 214.2(l)(3)(vi) for details.<\/p>\n\n\n\n Qualified employees entering the United States to establish a new office will be allowed a maximum initial stay of one year. All other qualified employees will be allowed a maximum initial stay of three years. For all L-1B employees, requests for extension of stay may be granted in increments of up to an additional two years, until the employee has reached the maximum limit of five years.<\/p>\n\n\n\n The transferring employee may be accompanied or followed by his or her spouse and unmarried children who are under 21 years of age. Such family members may seek admission in L-2 nonimmigrant classification and, if approved, generally will be granted the same period of stay as the employee.<\/p>\n\n\n\n Change\/Extend Status<\/strong><\/p>\n\n\n\n If these family members are already in the United States and seeking change of status to or extension of stay in L-2 classification, they may apply collectively, with fee, using Form I-539, Application to Extend\/Change Status.<\/p>\n\n\n\n Spouses<\/strong><\/p>\n\n\n\n Spouses of L-1 workers may apply for work authorization by filing a Form I-765, Application for Employment Authorization with fee. If approved, there is no specific restriction as to where the L-2 spouse may work.<\/p>\n\n\n\n Certain organizations may establish the required intracompany relationship in advance of filing individual L-1 petitions by filing a blanket petition. Eligibility for blanket L certification may be established if:<\/p>\n\n\n\n In order to qualify under the blanket petitioning process, the employee having specialized knowledge must also be a professional. See 8 CFR 214.2(l)(1)(ii)(E).<\/p>\n\n\n\n Where an L-1 visa is required<\/strong><\/p>\n\n\n\n In most cases, once the blanket petition has been approved, the employer need only complete a Form I-129S, Nonimmigrant Petition Based on Blanket L Petition, and send it to the employee along with a copy of the blanket petition Approval Notice and other required evidence, so that the employee may present it to a consular officer in connection with an application for an L-1 visa.<\/p>\n\n\n\n Canadians with an approved blanket petition seeking L-1 classification<\/strong><\/p>\n\n\n\n Canadian citizens, who are exempt from the L-1 visa requirement, may present the completed Form I-129S and supporting documentation to a U.S. Customs and Border Protection (CBP) Officer at certain ports-of-entry on the United States-Canada land border or at a United States pre-clearance\/pre-flight inspection station in Canada, in connection with an application for admission to the United States in L-1 status.<\/p>\n\n\n\n Please refer to CBP\u2019s website for additional information and\/or requirements for applying for admission into the United States.<\/p>\n\n\n\n Optional filing of Form I-129S with USCIS<\/strong><\/p>\n\n\n\n If the prospective L-1 employee is visa-exempt, the employer may file the Form I-129S and supporting documentation with the USCIS Service Center that approved the blanket petition, instead of submitting the form and supporting documentation directly with CBP.<\/p>\n\n\n\n See 8 CFR 214.2(l)(4) and 8 CFR 214.2(l)(5) for more details regarding blanket petitions.<\/p>\n\n\n\n Call us today at (305) 921-0976<\/a> or send us an email to Romy@juradolawfirm.com.<\/a> <\/p>\n","protected":false},"excerpt":{"rendered":" The L-1B nonimmigrant classification enables a U.S. employer to transfer a professional employee with specialized knowledge relating to the organization\u2019s interests from one of its affiliated foreign offices to one of its offices in the United States. This classification also enables a foreign company which does not yet have an affiliated U.S. office to send…<\/p>\n","protected":false},"author":1,"featured_media":7544,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_seopress_robots_primary_cat":"","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","_kad_blocks_custom_css":"","_kad_blocks_head_custom_js":"","_kad_blocks_body_custom_js":"","_kad_blocks_footer_custom_js":"","_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"footnotes":""},"taxonomy_info":[],"featured_image_src_large":["https:\/\/juradolawfirm.com\/wp-content\/uploads\/2022\/01\/Virtual-Miami-Backgrounds-1024x576.jpg",1024,576,true],"author_info":{"display_name":"Romy Jurado","author_link":"https:\/\/juradolawfirm.com\/author\/romy\/"},"comment_info":0,"_links":{"self":[{"href":"https:\/\/juradolawfirm.com\/wp-json\/wp\/v2\/pages\/2581"}],"collection":[{"href":"https:\/\/juradolawfirm.com\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/juradolawfirm.com\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/juradolawfirm.com\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/juradolawfirm.com\/wp-json\/wp\/v2\/comments?post=2581"}],"version-history":[{"count":0,"href":"https:\/\/juradolawfirm.com\/wp-json\/wp\/v2\/pages\/2581\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/juradolawfirm.com\/wp-json\/wp\/v2\/media\/7544"}],"wp:attachment":[{"href":"https:\/\/juradolawfirm.com\/wp-json\/wp\/v2\/media?parent=2581"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}L-1 Visa Reform Act of 2004<\/h3>\n\n\n\n
New Offices<\/h3>\n\n\n\n
Period of Stay<\/h3>\n\n\n\n
Family of L-1 Workers<\/h3>\n\n\n\n
Blanket Petitions<\/h3>\n\n\n\n