Corporate Immigration Attorneys
We live in a global economy where cross-border transactions and multinational corporate presence is the rule, not the exception. The international transfer of expertise and technology needed to meet corporate objectives means the acquisition and transfer of key professionals to U.S. operations promptly, smoothly and efficiently. It also means accommodating families of key personnel, and addressing their personal immigration concerns as well.
At Ritter Halliday LLP we know that U.S. employment-based immigration cases are much more than mere formalities. They are matters of law and require the careful attention of qualified corporate immigration counsel. We keep abreast of the latest employment-related immigration issues at both the national and state level.
Clients of our firm include technology and manufacturing companies, colleges and universities, law firms, medical and research facilities, U.S. citizens, foreign national executives and professionals throughout the world, such as:
- Large publicly traded U.S. corporations
- Multinational corporations based overseas with significant trade and investment in the United States
- Closely-held businesses in the U.S. and abroad
- Colleges and universities
- Physicians groups and hospital systems
- Individual U.S. citizens and foreign national professionals, executives and high net-worth individuals seeking immigration and nationality representation, advice and counsel
Comprehensive and Thorough Immigration Services for Corporations
Ritter Halliday LLP provides comprehensive advice and representation in legal issues related to work-authorized permanent residency (green card) processes, including:
- PERM Labor certifications
- Petitions for immigrant workers
- Applications for adjustment of status and immigrant visa applications abroad
- Employment authorization and advance parole
- Reentry permits and applications to preserve residence for naturalization purposes
IRCA (Form I-9) compliance
Under the Immigration Reform and Control Act of 1986 (IRCA), employers must verify the identity and employment eligibility of all employees hired after November 6, 1986. In today’s legal, business and political climate, the once-routine Form I-9 paperwork for new hires has critical and far-reaching consequences, particularly in the context of mergers and acquisitions.
Irregularities in Form I-9 practices may trigger investigations, subpoenas and even full-scale worksite raids by federal authorities that may result in loss of employees, substantial fines, negative press and — in egregious cases — criminal charges. Turn to our firm for guidance on complying with IRCA and all associated immigration regulations.
Ritter Halliday LLP can reduce employers’ potential exposure to such fines, and defend Notices of Intent to Fine and other employer sanctions by advising on key issues including:
- Performing regular IRCA compliance audits
- Educating hiring managers on the implications of the law
- Assessing and mitigating potential liability in due diligence matters
- Establishing working IRCA compliance programs to limit employer exposure to potentially crippling sanctions