This H-1B cap season, utilize immigration technology to stay compliant
It’s no secret that in the current political climate, employment-based immigration is under intense scrutiny.
It’s important to remember that employees with pending petitions are only a portion of an organization’s global talent. Efficiently managing their global workforce should always be top-of-mind, no matter the time of year.
Here are a few examples of how technology can help your organization, whether large or small, stay compliant during this H-1B cap season and throughout the entire year:
Ensure Workforce Compliance
Spreadsheets have long been the gold standard for keeping track of a sponsored employee’s immigration status, but this approach opens the door for mistakes to be made.
Version control is also an issue, especially if multiple people are making changes to the same file. This is where a workforce compliance tool can help your company save time and money. You'll also benefit from an added sense of security knowing that all your employees' information is current, and the company is compliant.
By utilizing a workforce compliance tool, human resources departments can conduct internal audits at any time or on-demand that will review and verify employee information. This feature will also identify and compile a list of employees with status changes. HR managers and sponsored employees can then work with immigration attorneys to ensure information is accurate and companies are compliant.
View Current and Future Immigration Needs
As much as we like to plan and prepare, there is always the chance that a “fire drill” will have companies scrambling to manage the status of employees in its global workforce.
When a cumbersome spreadsheet is the main hub for immigration data, it's difficult to accurately manage and forecast the visa status for your company’s global workforce during an urgent situation.
Immigration and global mobility teams can eliminate these headaches and scrambles by adopting a robust technology platform that allows them to accurately manage and forecast visa status and eligibility.
Additionally, you can gain insights into which employees are eligible to begin the permanent residency (also known as a green card) process, which can be an integral part of a company’s immigration policy or practice.
Manage Public Access Files
Hiring foreign talent involves many important documents that contain sensitive information, and companies cannot take a relaxed approach to safely storing and securing Public Access Files (PAFs).
Storing documents in a non-secure environment may run the risk of being non-compliant, particularly if the government conducts a site audit. When you bring immigration technology into the picture, your organization has on-demand access to a comprehensive and secure view of your workforce’s PAFs. Not only does this mean safe document storage, but it also helps to eliminate incomplete and inaccurate documents that could result in non-compliance.
Even in a world with so many devices and applications at our fingertips, many organizations still follow the traditional immigration approach. This H-1B cap season, we encourage companies of all sizes to consider switching to an immigration technology platform to ensure compliance is maintained throughout the year.
Envoy is pleased to provide you with this information, which was prepared in collaboration with Global Immigration Associates, P.C., one of the two U.S. law firms Envoy exclusively works with on the Envoy Platform (the "U.S. Law Firms").
Content in this publication is for informational purposes only and not intended as legal advice, nor should it be relied on as such. Envoy is not a law firm, and does not provide legal advice. If you would like guidance on how this information may impact your particular situation and you are a client of one of the U.S. Law Firms, consult your attorney. If you are not a client of a U.S. Law Firm working with Envoy, consult another qualified professional. This website does not create an attorney-client relationship with either U.S. Law Firm.