Your business’s relationship with Moss Immigration Law begins with an intake and lawyer consultation. At this consultation a lawyer will have a conversation with you about the goals of your business, whether it’s bringing foreign talent to the U.S. or any workplace compliance issues. The lawyer will gather the necessary information to provide you with your options, answer your questions, and provide an estimate of fees and costs. If we agree to pursue a legal engagement, then our office sets up a contract signing appointment.

The contract will set out the attorney fees, expected expenses, and clearly identify the scope of work and responsibilities. At this meeting, and through our engagement, we will establish and execute a strategy, review timelines, and set deadlines and responsibilities. We will give you detailed checklists to assist in the gathering of information and documents that we need best serve you and win your case.

During this process, we figure out what classification fits best, what’s on the horizon for the employer and/or the employee, and what choices now will best facilitate that future. When assessing the need to employ a specific foreign national, there are often several non-mutually exclusive approaches possible, each often with differing advantages and limitations.

Therefore, our inquiry generally begins with the nature of the proposed job duties, as well as the foreign national’s educational background and citizenship. We help understand the relative advantages and disadvantages of each of the potentially available classifications. We explore what the long-term strategies for the employment and possible permanent residence.

Once we have our path forward, we work diligently to prepare and submit the strongest application or petition. Even if the government pushes back at us with requests for evidence or notices of intent to deny, we fight those at every turn with strong responses.

After approval, we guide you and your employee through the visas process so your employee smoothly enters the U.S. If your employee is already in the U.S we make sure the change of status happens as quickly as possible.

If we are assisting you with workplace compliance, whether it’s a proactive audit or defending your business against a notice of investigation or intent to fine, we dig deep into your I-9 records and pinpoint exactly what went wrong or needs to be changed and how to do it.

We work with the government agents from the and Homeland Security Investigations (HIS) department of Immigration and customs enforcement (ICE) and their lawyers to reduce or eliminate fines and penalties. We can offer training to your human resources (HR) department and employees on I-9 compliance and how to fill that two-page form that we affectionally call, “simply complex.”

Immigration law has been amended haphazardly and its pieces don’t fit well together. The regulations are often incomplete, out of date, or never written. The sources of law are often so scattered and disorganized the are “soft.” It is unlike so many other fields of law, where there is a clear path. As a result, we make sure we research and analyze all the operative guidance such as agency policy memos, agency officer manuals, letters from individual government officials to individual companies or lawyers that get shared around, notes from liaison minutes, and more.

Because they often don’t fit together and may even directly conflict, we make sure that we spend the time to give you the most informed choices for your unique situation. At the end of every case, we provide you with important information regarding any next steps or future issues your business must keep in mind. We always welcome and desire your feedback. Therefore, we include a survey with your closing letter and final invoice.