L1A Visa to Green Card – One of the best available avenues to U.S. permanent residence is through employment as an L1A manager executive transferee. L1A transferees are labeled as priority workers and are given first preference for U.S. permanent residence. A major benefits of being a priority worker is the exemption from the lengthy, costly, and cumbersome PERM recruitment process. This means that employers filing for their L1A managers and executives do not have to test the labor market and complete the U.S. Department of Labor recruitment requirements. U.S. Citizenship and Immigration Services acknowledges the importance of L1A managers and executives and has streamlined the process for them to obtain permanent resident status. The requirements to adjust from an L1A manager or executive to U.S. permanent residence (green card) are:
- The employee is now employed outside the United States, and the employee has been employed outside the United States for at least 1 year in the past 3 years in an executive or managerial capacity by the petitioner or by its parent, branch, subsidiary, or affiliate; OR, If the employee is already employed in the United States, the employee was employed outside the United States for at least 1 year in the 3 years preceding admission as a nonimmigrant in an executive or managerial capacity by the petitioner or by its parent, branch, subsidiary, or affiliate;
- The employer in the United States is the same employer or a subsidiary or affiliate of the firm or corporation or other legal entity by which the alien was employed abroad.
- The employer has been doing business for at least 1 year; and
- The employee is to be employed in the United States in a managerial or executive capacity.
If you have questions about eligibility for a green card as an L1A manager or executive, we can help. Our office has proven experience in the filing and successful adjudication of immigrant petitions for L1A managers and executives. Please contact us today for a free assessment of your immigration matter.
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