List of Non-Immigrant Visas A - Diplomatic, Ambassadors B - Visitors for Business / Pleasure C - Foreign National In Transit D - Crewpersons E - Treaty Traders & Investors E-3 - Australian Specialty Occupation Workers F - International Student G - Foreign Government Agencies H - Temporary Workers I - Foreign Media Representatives J - Exchange Visitors K - Fiancé of U.S. Citizen L - Intra-company Transfers M - International Vocational Student N - Children of Special Immigrants O - Aliens of Extraordinary Ability Q - Cultural Exchange Visa R - Religious Visa S - Special Snitch Status ("LEA") T - Work Options for Students B-1 - Temporary Business B-2 - Temporary Tourists C-1 - Transit Visa C-2 - United Nations C-3 - Government Officials D-1 - Crewmen D-2 - Crewmen E-2 - Investors H1-B1 - Speciality Occupations H-2A - Agricultural Workers H-2B - Temporary Services H-3 - Training O-2 - Accompanying Aliens P-1 - Artists and Athletes P-2 - Troupes and Bands P-3 - Artists and Entertainers TN-1 - Canadian Citizens TN-2 - Mexican Citizens H-1B Audit and Investigations U Nonimmigrant Visa: Victims of Criminal Activity Check the status of your case with the U.S. Department of Homeland Security, Citizenship and Immigration Services ("USCIS"). Results may vary depending on your particular facts and legal circumstances. Contact Us Today Type your message here: (Note: Messages sent using this form are not considered private. Avoid sending highly confidential or private information via email.)

Employment Verification Employer Sanctions Name *   Email *   Phone *   Question or Comments Submit Employment Verifications and Employer Sanctions Business Immigration Visa Attorneys The Illegal Immigration Reform and Immigrant Responsibility Act of 1996 ("IRCA") includes several employment documentation verification provisions that affect all employers. IRCA of 1986 The Immigration Reform and Control Act of 1986 strives to minimize illegal immigration and the hiring of illegal immigrants. The IRCA provides that an employer who knowingly hires an illegal immigrant may face civil and criminal penalties and be subject to employment sanctions. Proper employment verification may reduce chances for hiring illegal immigrants and thus reduce liability. Pilot Programs Employers may voluntarily participate in a pilot program for worker verification. Participating employers who obtain a compliance certificate will have established a rebuttable presumption that they have complied with the law's hiring procedures. Acceptable Verification Documents The number of acceptable documents is likely to be reduced. No longer acceptable are United States citizen or naturalization certificates and unexpired foreign passports. Although the USCIS information hotline currently states that birth certificates are acceptable for verification under 1990 law, they are not acceptable under the new law as evidence of employment authorization. In addition, USCIS has recently begun issuing a new Employment Authorization Document, the I-766, to aliens authorized to work temporarily in the United States. Some aliens will continue to receive the I-688A or B as the new I-766 is phased in, but all three are currently acceptable "List A" documents. Discrimination Individuals must now prove that an employer intended to discriminate in order to bring a successful hiring discrimination claim. IMAGE Program The IMAGE program is a program that employers may voluntarily submit to. The program enables the government to complete employment verification on all current employees, train the employer on hiring practices regarding forged documentation and immigration practices, and minimize illegal immigrant workers in the United States. By submitting to the program, employers may minimize civil and criminal immigration liability. State of Colorado Employment Verification Because the federal government has been slower to act, on January 1, 2007, the State of Colorado elected to take over on employment verifications when the federal government is delayed. Experienced Business Immigration Attorneys The reliable attorneys at NPZ Law Group, have vast experience and knowledge involving employment and business concerns and immigration law. For more information on employment verification and immigration laws, please contact the immigration lawyers at NPZ Law Group. National in scope, the business immigration law firm of NPZ Law Group represents clients from throughout the United States and around world. Regionally, our attorneys remain committed to serving the immigration needs of businesses in the Tri-state area and the Hudson Valley, including residents of Ridgewood, Newark, and Jersey City, Burlington County, Bergen County, Camden County, Cumberland County, Essex County, Hudson County, Mercer County, Middlesex County, Monmouth County, Morris County, Passaic County, Salem County, Union County, northern New Jersey, southern New Jersey, central New Jersey, NJ; New York City, Rockland County, Orange County, Westchester County, Kings County, Sullivan County, Ulster County, New York, NY; Chicago, Illinois, IL; and Toronto and Montreal, Canada. Our nationwide practice focused on quality legal representation and personal service. Notwithstanding any statements contained in this website, results may vary depending on your particular facts and legal circumstances. No aspect of the advertisement has been approved by the New Jersey Supreme Court.