Looking for COVID-19 Resources? Bridge is here to help!
Back to Blog

‍Green Card Process Dos & Don'ts

Bridge Team Member

In the world of business immigration, Green Cards are often the ultimate goal of achievement for employers. After taking a closer look at what your company’s Green Card policy looks like, let us talk about some Dos and Don'ts for employers, both before and during the Green Card process.

DO know a future employee’s visa history and future options

If your company ultimately wants to apply for a Green Card for an employee, it is essential that you know when a foreign national’s visa expires and what future transfer options there are. For example, a potential foreign employee who only has one year left on an H-1B visa may have to leave the U.S. before you can even start the Green Card process for them. On the other hand, a new employee who has five years left on an L-1B visa would most likely have enough time time to complete the Green Card process before his or her visa max out date. Being aware of those timelines can save your company a lot of time and costs.

DON'T lose track of important dates

The Green Card process is lengthy, expensive, and requires an extensive amount of preparation and coordination. When you start an employee’s Green Card process, it is absolutely essential everyone is aware of important milestones, review dates, deadlines and requirements. That includes the employee, managers, HR and immigration team. If someone is behind on reviewing, providing, or filing documents, make sure someone else is aware and will follow up in time. Missing a deadline, especially during the PERM process, could also be costly for your company.

DO ensure that the employee is familiar with the Green Card process

While this should be the case for every type of visa, it is especially important for the Green Card process. Make sure the employee receives a thorough overview and timeline of the upcoming process. Even though most of the work, at least during the PERM process, will be done by your company and immigration team, the employee should know all stages of the process. Additionally, make sure everyone involved is aware there is the possibility a qualified U.S. worker may be found during the PERM process.

DON'T underestimate the workload your Human Resources team will have to take on

The PERM process is the most essential part of the Green Card process. Missing one deadline, or not double checking a job description or job requirements, could lead to significant delays or even a denial. In addition, the PERM process requires very detailed documentation, and your company’s HR team will be in charge of a lot of these tasks. If your company is fairly new to the Green Card process, make sure your HR team has the capacity and knowledge to handle the PERM process. If your company initiates large numbers of PERMs, make sure you have enough employees in the HR department to handle the case load.

These are just just a few of the Do’s and Don'ts of the Green Card process, and there a many more. Most importantly, be as prepared as you could possibly be, and have a plan for every potential scenario at hand. The more legwork you do up front, the smoother the Green Card process will move along.

Should you have any questions about how this impacts your business or employees, please don't hesitate to reach out to us at support@bridge.us.

Disclaimer: This content is not a form of legal advice and should not be treated as a substitute for legal counsel. Bridge US encourages readers to discuss any and all immigration-related concerns with an attorney.


More from the Blog

Elevate Your Immigration Process with a Strategic Approach

Once the data is clean and uploaded, the main business users are trained, and the policies are established; immigration turns from an administrative burden into a strategic business endeavor. By unlocking a more holistic People analytics & insights, Talent leaders can arm business leaders to make informed decisions that are not only good for the organization, but also the community and for its people. 

Read Story

A Better Way to Track International Employee Data in 2021 and Beyond

Modern companies require modern access to data and insights, the days of using spreadsheets (not systems) and ad-hoc reporting requests (not on-demand) are being phased out. In the People Operations world, there are very few situations that are static and slow-moving, so shouldn't your data be able to keep up with the pace of your business. But before you throw your old system in the bin, consider what key metrics would be critical to have visibility into and also what sort of vendor can help you best access the data and automated processes that you need.

Read Story

Key Immigration Data Points That People Teams Should be Tracking

Once companies choose to engage with visa sponsorship for their workforce, they also inherit more process, vendor, and compliance responsibilities. However, People Operations teams are beginning to ask for more data from the immigration teams. As we see an increasing importance to invest in creating a delightful employee experience and leveraging people data insights to deliver more business value, HR teams are taking a smarter approach to immigration case processing and reporting.

Read Story