What changes does the law make in the L category?
Generally, the law prevents employers of L-1B (specialized knowledge) workers from employing these workers “primarily” at the work site of a third party employer and not under the direct control of the petitioning employer. In other words, the law seeks to prevent “job shops” from using the L-1B category. However, if a job shop applies to extend the status of an L-1B worker before the law is enacted, it may continue to employ him primarily at at the work site of a third party. Also, the law provides that in the case of a blanket L petition, the worker must be employed by the same employer, or a commonly-controlled company, for a minimum of one year, rather than six months, during the past three years. This section of the law applies only to “initial” petitions filed after the effective date of the law (180 days after enactment). Therefore, once a person is granted L-1 status, he may be granted extensions of his stay even after the law becomes effective. All employers of workers in L st
Related Questions
- I know there have been some significant changes in law during the last year. How can I be sure that my agency’s Records Management System is up to date with the new laws and UCR classifications?
- What changes to the RFP are contemplated for the system descriptions in Section L, Tab 2 through Tab 3.1?
- How recent changes in the law impact on the tourism and hospitality industry?