The L-1 visa is a non-immigrant visa that allows employees from a foreign company to transfer to a branch, affiliate, or subsidiary in the United States. This visa is designed to facilitate the transfer of key people, such as executives, managers, and employees with specialized knowledge, to work temporarily in the U.S.
Intended for executives or managers who will be transferred to an executive or managerial position in a U.S. company.
Intended for employees with specialized knowledge in a specific area, relevant to the company’s U.S. operation.
Here is a summary of the L-1 visa requirements:
The foreign company and the U.S. company must have a qualifying relationship, such as being branches, subsidiaries, or affiliates.
The employee to be transferred must have worked in the foreign company for a minimum period prior to the transfer.
The employee must hold an executive, managerial, or specialized knowledge position in the foreign company and will continue in that capacity in the U.S.
The transfer is temporary, initially granted for up to three years, with the possibility of extensions, totaling a maximum of seven years for L-1A and five years for L-1B.
The U.S. employer must continue to have a qualifying relationship with the foreign company during the transfer period.
The employer in the U.S. must file a petition approved by the U.S. Citizenship and Immigration Services (USCIS) before the employee can obtain the visa.
Unlike the H-1B visa, the L-1 visa is for intra-company transferees within multinational companies. L-1 visa holders are limited to working for the sponsoring employer only.
The L-1 visa is not based on a lottery.
The comparison of benefits depends on individual circumstances and the needs of the employer.
It allows managers and executives to oversee operations in the U.S., fostering a global presence.
The initial stay is up to 3 years, extendable based on the relationship between the foreign offices and the U.S.
Yes, L-1 visa holders can apply for a Green Card.
Yes, spouses can work on an L-1 visa.
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