Every H-2B Visa Employer fears an audit investigation. And, this fear is for good reason. Audits are time consuming and costly, and can take the time and attention of several employees to comply with the lengthy demands of an investigation. However, if the proper steps have not been taken during the H-2B Visa application process and during the course of an H-2B Visa season, this lengthy process can be followed by a lengthy list of consequences and penalties for an H-2B Employer.

Once an H-2B Visa Employer receives a Temporary Labor Certification, they may proceed to USCIS and file an I-129 with hopes of receiving USCIS Approval. While the I-129 document itself is straight forward and relatively easy to understand, there are various pitfalls that can derail an application and result in a Request for Evidence or even a Denial.

Welcome back to the H-2B Visa Employer Series. Today’s Post will discuss the H-2B Visa program’s local recruitment requirements. Every Employer who receives a Notice of Acceptance from the Department of Labor must then recruit domestic workers and submit a formal Recruitment Report in order to receive a Temporary Labor Certification and proceed to USCIS. For a limited time only, we will be offering a customizable Recruitment Report Template for only $99 that can be requested at info@trentwilliamslaw.com.*

On October 12, 2022, a release was published to announce that nearly 65,000 additional H-2B will be made available for the 2023 Fiscal Year. While the full article can be reviewed on the DHS website, this Post will break down a few of the details and what this could mean for your business. Our goal is to do so in the most concise form possible, and if you have ANY follow up questions, we advise you to review the full announcement or reach out to us at Info@trentwilliamslaw.com.

If you have followed the Williams Law Blog, or subscribed and received our free Ebook powered by Frontera Tech, then this Post will seem very familiar. Rather than creating a new post from scratch, we have updated a post from 2021 that remains very accurate and informational.

Form ETA-9142B is a vital step in the H-2B application process, and other than the limited number of visas, proves to be the biggest issue for new Employers, Agents and Attorneys as well as seasoned member of the H-2B Visa community.

Welcome back to the bi-weekly H-2B Visa Employer Series presented by Williams Law Pllc, home of @H2BLawyer!

In today’s Post, we will be discussing the Prevailing Wage Determination. What is it? Where do you file it? When do you file it? And, what to do if you don’t like it.

The H-2B Visa program is complex, messy, and imperfect to say the least. While each year brings its own difficulties, our goal is to provide the most up-to-date information so that employers, agents, and attorneys can made educated decisions and limit mistakes. Whether it is your first time navigating the H-2B program or something you rely upon each year, the H-2B Visa Employer Series is designed increase your odds of success in April 2023.

On March 31, 2022, the United States Department of Homeland Security announced that an additional 35,000 H2B visas will be released for the April 1, 2022 H2B Cycle. While no formal rule has been published, some guidelines were disclosed and you can read the announcement here. This Post will also go over a few of these details as well as expectations of the Cap Relief visas based on previous relief granted by DHS.

You’ve done it! You had a dream, turned it into a reality, and somewhere along the way it became clear that others appreciated your product or service. While some companies keep the same ownership in perpetuity, and others may “go public”, many companies are acquired, and acquisition will be the focus of this Post.

While many entrepreneurs and startups are able to operate cash-flow positive companies that do not need any form of outside investment, that is not always the case. So while we understand that debt is commonly a starting point for many businesses, this Post will speak more to the entrepreneurs and startups that seek to raise capital through equity rather than debt.

Today’s post will briefly discuss a laundry list of legal documents that every founder and young startup company needs to consider as they build and grow so that the actions aren’t costly mistakes that result in messy situations in the future. These documents are not exhaustive and do not address every company’s needs, but these are meant to be a true starting point for any company to reduce your risk of serious complications. As always, if you need one of these documents or you have questions about additional documents, email us and we will be happy to discuss your concerns and needs and set you up to continue growing your business.

So you’ve set up your entity to make your dreams come true! Congratulations! But now you may need to figure out how to distribute ownership between you and your other team members as well as attract top talent to help build your dream company.

Do you want to quit your job? Start a business? Follow your dreams? Start a side hustle for some extra cash? Or just get some tax breaks for your hobby?

If any of these sound like you, then this post is for you! In this post, we are going to discuss a few of the questions an individual should consider before embarking on their entrepreneurial journey.

At Williams Law, we take pride in helping entrepreneurs build their dream companies. From the early discussions about which entity is right for you, to conversations about late round financing or acquisition options and everything in between, Williams Law is there for our clients.

On December 7, 2021, the Department of Labor hosted a webinar to discuss various matters related to the April 1, 2022, H-2B Visa cycle. Much of this webinar discussed general rules/regulations of the H-2B Visa program and much of this information can be found on our Resources Page, so we will try to avoid repeating it in this Summary.

Welcome back for the sixth and final Post in the H-2B Visa Employer Series. If you have followed along this whole time, I thank you, and I hope that the information contained in these Posts has been informational and beneficial. Today we are going to discuss what comes after you send the I-129 packet to USCIS for H-2B Approval.

You did it! You filed your 9141 and received your Prevailing Wage Determination, submitted your 9142B with a persuasive Statement of Temporary Need, recruited U.S. workers across various methods and contacted former employees to demonstrate that you are unable to find local workers, and you have now received your H-2B Visa Full Certification! Unfortunately, Employers can not stop there.