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Bradley Harper is a member of the firm's Immigration practice, where he advises clients on the immigration process, assists them with preparing and filing employer-sponsored immigration petitions including H-1B, L-1, O-1, and TN nonimmigrant visa types and EB-1, EB-2 and EB-3 immigrant visa/“green card” petitions, as well as with preparing and filing Responses to Requests for Evidence. He also provides general immigration advice to clients who have submitted or are preparing to submit family-sponsored immigrant visa (“green card”) petitions, adjustment of status applications, and applications to become naturalized U.S. Citizens.

The H-1B nonimmigrant visa is a terrific option for U.S. employers seeking to overcome challenges in filling open positions that require a Bachelor’s or higher-level degree in a field of study related to the job. However, the lottery by which the winners of the 85,000 H-1B visas available as of each October 1st are selected

Welcome to the first season of From Lawyer to Employer: A Shipman Podcast.

For employers facing staffing challenges due to the labor shortage, the H-1B visa category presents a viable option for employers who wish to add skilled foreign professionals in specialty occupations to their ranks. With a limited number of H-1B visas available,

Most U.S. Employers are currently struggling with a common plight: finding workers to fill open and mission-critical positions. In addition to using traditional recruiting and staffing measures, employers should also consider utilizing the H-1B visa program as a way to recruit and retain skilled foreign professionals to fill out their staff ranks. With the open

The worldwide COVID-19 pandemic has made it very challenging for U.S. employers in timely need of temporary foreign workers on nonimmigrant visas to run their businesses and for U.S. educational institutions seeking to educate international students and employ temporary international faculty members.  On December 23, 2021, the U.S. Department of State (“DOS”), in consultation with

As remote work continues to become more common, more employment law issues have arisen. In this informational session, we will spotlight some of the issues employers should consider in staffing a remote workforce.

WHEN: Thursday, October 21, 2021 | 12:00 PM – 1:00 PM EDT
WHERE: Webinar
REGISTER HERE

TOPICS:

  • Immigration Implications of remote working

Over the past year, we have all experienced many employment law changes related to COVID-19 and vaccines, workplace accommodations, FMLA, recreational marijuana, legislative updates and more. We invite you to tune in as we recap the hottest workplace topics of 2021 and provide a 2022 roadmap for what employers can expect in the coming year.

Foreign nationals seeking to become lawful U.S. permanent residents have long been required to submit to an immigration medical examination conducted by a designated U.S. civil surgeon in order to prove they do not have any health conditions that would make them inadmissible to the U.S. for health-related grounds.  When applying for a U.S. immigrant

Effective Friday, March 19, many of the mandatory practices that Connecticut required businesses to follow in order to reopen during the pandemic changed to recommended best practices. Under the prior guidance, Connecticut businesses were required to:

  • Follow CDC cleaning and disinfecting guidelines;
  • Require masks in all public settings where social distancing is not possible;

As of March 19, 2020, the Department of Homeland Security (“DHS”) and U.S. Immigration and Customs Enforcement (“ICE”) temporarily relaxed the Form I-9 compliance rule requiring U.S. employers to complete Section 2 of the Form I-9 in the new hire’s physical presence.  The relaxation of the physical presence rule also applies to the re-verification