Immigration resources for modern teams.

Our earlier guide, How to Manage Immigration Across Multiple Countries Without Running Three Separate Programs, explains how to create shared intake, central tracking, consistent communication, and vendor standards across countries. This operating manual picks up there, with country profiles, decision rights, change controls, review routines, and continuity planning for programs managing more countries and stakeholders.

On August 5, 2026, USCIS updated its guidance on evidence, RFEs, and Notices of Intent to Deny, giving officers more room to deny an incomplete filing outright instead of asking for more documentation first. Here's what changed, how it may affect H-1B, I-140, and I-485 filings, and what HR should have ready before anything goes to counsel.

High-consequence employee issues often arrive through email, messages, and specialist handoffs, where ownership and deadlines disappear. This practical framework helps you triage exceptions, keep employees updated, and expose recurring process gaps.

Employee immigration planning involves more than tracking a visa expiration. HR needs visibility into four connected layers: current work authorization, the next temporary status, the immigrant category, and green-card availability.

Consistency is a standard of care. Build global immigration process standardization with one intake, a clear first 48 hours, shared definitions, and a weekly triage so employee confidence does not depend on geography.

If duration of status goes away, your F-1 employees on CPT, OPT, and STEM OPT get a fixed I-94 date instead of open-ended status. Here are direct answers to the questions you are asking, starting with what D/S means and ending with who has to pay for what. Your J-1 employees are covered by the same rule, but the process works differently, so that is addressed separately below.

When an HR manager who ran your immigration program leaves, the usual offboarding checklist misses the parts that create real risk, government portal access, PERM audit files, and visa deadlines that live in someone's head. Here is a practical handover checklist so the transition does not turn into a compliance problem.

On June 23, 2026, the Supreme Court made it easier for border officers to treat a returning green card holder as an applicant for admission based on alleged criminal conduct, without needing to prove it on the spot. It is a low risk issue for most of your workforce. But if any of your green card holders have a past arrest, charge, or conviction, even an old or minor one, this is worth a few minutes of your time before their next trip abroad.

The Supreme Court ruled 6-3 on June 25, 2026 that courts have very limited power to pause TPS terminations. Haiti and Syria TPS ended July 1. For HR leaders, the immediate question is how to respond to affected employees, and the longer-term question is how to build an immigration program that no longer depends on litigation buying time.

What is PERM? PERM stands for "Program Electronic Review Management." It is the first step when filing a Green Card or an employment-based immigrant visa for a foreign national employee. During this process, the employer:1. Files a Prevailing Wage Request to the Department of Labor (DOL) via its FLAG website. The DOL uses this request to determine and issue the employer a prevailing wage determination (PWD). The PWD dictates the wage for the position based on the worksite location and the experi

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Discover strategies for handling immigration as an HR professional. This guide helps HR pros streamline handling immigration as HR professional.