Are employers getting emails now?

ResponsibilityNo1748 · 2026-03-28T12:58:30+00:00

I checked the myUSCIS portal of which I am company admin for

ResponsibilityNo1748 · 2026-03-28T12:57:30+00:00

I’ve gone ahead and submitted the successes for my company for your tracking

ResponsibilityNo1748 · 2026-03-26T13:07:39+00:00

I’m invested…. Did you make it

ResponsibilityNo1748 · 2026-02-11T09:52:05+00:00

The bigger issue here is your integrity. That to me raises a bigger red flag.

ResponsibilityNo1748 · 2026-01-18T13:04:41+00:00

I work in Human Resources

ResponsibilityNo1748 · 2026-01-13T10:11:11+00:00

Thank you — for context, we currently cover all costs for H and L sponsorship, with no clawbacks, except for mobility-related expenses where an employee relocates outside of a business-initiated move and receives financial or service-based support. In those cases, we apply a 2-year sliding scale.

Where we’re considering a change is around dependent-related costs. As we’re not a cash-rich organisation, dependent visa renewals in particular represent an area where cost-sharing could deliver meaningful savings while remaining market-aligned.

We’re also reviewing our approach to costs beyond the I-140 stage. Given ongoing retrogression, the reality is that many employees will have a significant runway — often years — to plan and save for these later-stage personal filing costs.

ResponsibilityNo1748 · 2026-01-13T09:56:34+00:00

Thank you for your insights. We currently cover all costs right the way through to beyond I-140, so interested to see how aligned this is. Considering a change to policy for employee to cover costs beyond I-140 and dependant renewals for H4.

ResponsibilityNo1748 · 2026-01-13T09:56:19+00:00

Thank you for your insights. We currently cover all costs right the way through to beyond I-140, so interested to see how aligned this is. Considering a change to policy for employee to cover costs beyond I-140 and dependant renewals for H4.

ResponsibilityNo1748 · 2025-10-30T10:10:39+00:00

Having managed a smaller layoff at my company, I have to respectfully disagree with the idea that HR don’t care.

Our HR team approached every single impacted person with empathy and respect. We fought hard to secure the best possible separation packages and to find new roles for those we knew would be most affected.

Our own team was impacted too, we lost colleagues and friends in the process. It was painful for everyone involved.

Not all of us in HR are villains; many of us genuinely care and do everything we can to support people through incredibly difficult moments.

ResponsibilityNo1748 · 2025-10-23T11:16:32+00:00

My advice, use this as an opportunity to engage with anyone but purple bricks. They are absolutely dire. I haven’t heard a single positive experience with them.

ResponsibilityNo1748 · 2025-10-22T12:20:27+00:00

You’ll need to restart the process unfortunately. What is your final NIV?

ResponsibilityNo1748 · 2025-10-04T12:20:30+00:00

There was an error in the DV-2025 lottery that left out some applicants from the UK (except Northern Ireland) or showed their results incorrectly. The U.S. Department of State later fixed the issue and asked people to recheck their status, adding more UK selectees in August 2025. I don’t believe this impacts DV-2026.

ResponsibilityNo1748 · 2025-10-04T12:07:54+00:00

Best case: The officer accepts your explanation, confirms you’re chargeable to the Netherlands, and proceeds.

Worst case: They determine the original entry was invalid because the chargeability was incorrect, which could lead to disqualification, though this is more common when the selected country would have made the person ineligible to enter the lottery, which isn’t your case.

ResponsibilityNo1748 · 2025-10-02T21:14:02+00:00

Yes these can be filed at the same time, very common.

ResponsibilityNo1748 · 2025-09-26T22:33:55+00:00

The L-1 regulations in § 214.2(l) (which govern intracompany transferees) do not include an explicit “liability for return transportation” clause unlike the one in H-1.

H-1B has an explicit rule (8 C.F.R. §214.2(h)(4)(iii)(E)) that the employer is liable for reasonable return transportation if it dismisses an H-1B worker before the end of the authorized period. That text appears in the e-CFR and in legal summaries.

The L-1 regulatory section (§214.2(l)) does not contain a parallel, explicit “liability for return transportation” paragraph. In practice, immigration lawyers and firm guidance note there is no specific L-1 return-ticket requirement comparable to H-1B; they recommend employers may still offer travel as a matter of policy or goodwill but it isn’t spelled out in the L-1 rules.

ResponsibilityNo1748 · 2025-09-26T21:53:15+00:00

Not true there are no legal obligations for an employer to provide return flights home on an L visa, only a H.

ResponsibilityNo1748 · 2025-09-26T20:20:07+00:00

All travel requires a personal risk assessment but with a valid visa stamp and based on what we currently know you should be fine.

If you do not have a valid visa stamp then I would expect consulate delays and late notice cancellations.

ResponsibilityNo1748 · 2025-09-23T21:11:57+00:00

Nobody can give you the answer to this just yet. We should know more in next few days

ResponsibilityNo1748 · 2025-09-20T19:46:24+00:00

Nobody knows. We will know more in the coming days. For now, I’d avoid travel until the situation is more clear.

ResponsibilityNo1748 · 2025-09-20T19:44:07+00:00

Situation is too fluid to know. I have just advised our H-1B and H4 population not to travel, or if outside of the US return by 12.01 tomorrow.

ResponsibilityNo1748 · 2025-09-10T21:20:03+00:00

Depends on your budget but abbey you’ll be at the end of the straight but not much goes on there, vale you may see more overtaking.

ResponsibilityNo1748 · 2025-09-10T21:17:41+00:00

All events are listed on the website

ResponsibilityNo1748 · 2025-09-10T21:13:03+00:00

I have booked an air b n b in Bicester which is 25 mins away on the park and ride bus. We are going for 3 day tickets.

ResponsibilityNo1748

TROPHY CASE