Business & Employment Visas Services in Lansdale, Pennsylvania

Ideally, 6 to 12 months in advance, especially for time-sensitive categories like the H-1B, which has strict annual caps and filing windows. Starting early allows for petition preparation, document collection, and compliance checks, and gives time for addressing any red flags. Ibrahim & Dobaria Law helps employers plan ahead strategically, aligning filing timelines with recruitment and start dates to prevent last-minute issues that could delay onboarding.

Yes, visa holders can change status under certain conditions. For instance, moving from F-1 (student) to H-1B (work), or L-1 to a green card. However, each transition has its own rules, and timing is critical. A misstep could result in unlawful presence or a gap in employment eligibility. Our firm navigates these transitions carefully, ensuring continuous status and eligibility while minimizing risk of denial or visa lapse.

Yes, but with more scrutiny. USCIS will want proof of financial viability, a legitimate employer-employee relationship, and evidence that the role is specialized and necessary. Ibrahim & Dobaria Law works with startups to craft compelling business plans, offer letters, and organizational charts, helping even young companies compete for talent through compliant and persuasive visa petitions.

PERM requires employers to test the labor market through a specific recruitment process to prove no qualified U.S. worker is available for the role. It includes detailed job ads, good faith recruitment, and meticulous record-keeping. It’s a highly technical process, where even small errors can restart the timeline. Ibrahim & Dobaria Law ensures DOL compliance, audit preparedness, and timeline management, helping employers and employees navigate the 12–18 month PERM process smoothly.

Yes, options include the E-2 Treaty Investor visa, the L-1 visa for business expansion, or EB-5 for investors. Requirements vary: E-2s need substantial investment and operational control, while EB-5s require minimum capital and job creation. Our firm helps entrepreneurs structure investment plans, organize documentation, and meet legal thresholds—ensuring that business goals align with immigration outcomes.

Denials often stem from incomplete documentation, inconsistent job descriptions, or insufficient evidence of specialty occupation or qualifications. For employers, poor internal processes or lack of immigration knowledge can create compliance issues. Ibrahim & Dobaria Law proactively addresses these by reviewing job roles in detail, coaching employers on USCIS expectations, and meticulously tailoring applications to avoid generic or vague submissions.

USCIS may request tax records, payroll details, office leases, and organizational charts to confirm that the business is active, financially viable, and capable of supporting a foreign worker. Startups and small companies must work harder to meet these standards. We assist clients in compiling strong business documentation and can proactively prepare for potential site visits or RFEs (Requests for Evidence).

Most employment visas offer a 60-day grace period to find a new sponsor, change visa status, or prepare to leave the U.S. Staying beyond this window can lead to unlawful presence and future bars to reentry. Ibrahim & Dobaria Law helps clients respond quickly by exploring new employment options, shifting to visitor/student status if needed, or beginning green card proceedings when eligible.

Dependent visa holders (H-4, L-2, etc.) can usually study, and in some cases work. For example, L-2 spouses can now work without applying for separate authorization, and H-4 spouses with pending green cards (via I-140 approval) may be eligible for work permits. We advise families on their dependent visa rights, limitations, and application procedures, ensuring your household can thrive during your stay.

Cap-exempt H-1Bs are not limited by the annual lottery and can be filed at any time. These are typically offered by nonprofits, academic institutions, and research organizations. Cap-subject visas, filed through private companies, are subject to the annual March lottery. Our firm helps identify cap-exempt pathways for professionals seeking stability, especially those not selected in the general H-1B process.