If you want to migrate to North America or Europe, Work World Jobs can help you prepare your best profile, apply to authorized employers and assist you with the immigration process once you receive a job offer.

There are various reasons to enroll with WWJ, during your job search abroad, which include:

1. A professional job-ready profile, presenting you in the best possible light.
2. Learning about new job opportunities, including some unpublicized openings.
3. Having someone advocate for you with hiring managers to get an interview.
4. Gaining knowledge about what hiring managers are seeking in job candidates.
5. Working with someone who can provide coaching about resumes and interview techniques.
6. Getting feedback on job applications to help you keep on improving your profile.

Our candidates go through a rigorous background check before being allowed to register on our web site. The information we require and then verify are:

1. Highest academic degree received
2. Years of experience in similar job positions and place of latest employment
3. Law enforcement character certification.
4. Language proficiency
5. Identification and eligibility documents such as passport, visas, national ID’s, etc.

To get the work certificate necessary to hire a foreign worker, you must demonstrate a lack of other options. Every country is different, but the certification requires the employer to confirm that there are insufficient local workers to perform the work at wages that meet or exceed the prevailing wage for the area of employment”.

The process in the USA begins by obtaining a Certification from the Department of Labor and then the employer must file the visa process for their potential employee with USCIS. For more information visit www.uscis.gov.

There are numerous nonimmigrants, employment-based visa categories. Under all the categories, the foreign national must meet specific requirements for the occupation covered in the petition. For detailed information visit www.uscis.gov

Certification from the Department of Labor (DOL) is required only for the H-1B, H-2A, and H-2B nonimmigrant classifications.  You must first request certification from DOL before submitting your I-129 petition to USCIS. For H-1B nonimmigrants, a Labor Condition Application, and for H-2A and H-2B nonimmigrants, an Application for Temporary Employment Certification must be filed in accordance with DOL instructions. For filing instructions and other information, please see the DOL website at www.foreignlaborcert.doleta.gov  .

After you file, USCIS will send you a receipt, confirming that they have received your petition. If your petition is incomplete, USCIS may reject it and return your fee, or ask you for more evidence or information, which will delay processing. They notify you when the decision is made.

If the prospective employee is in the United States in a valid nonimmigrant status, he or she can begin working for the employer upon approval of the Form I-129 petition, provided that:

1. The Form I-129 contained a change of status or extension of stay request that was also approved; or
2. In cases where Form I-539, Application to Extend/Change Nonimmigrant Status, is required, the foreign national has filed and obtained approval of the application for change of status or extension of stay.

If the prospective employee is residing outside the United States or appears to be ineligible to change his or her status while in the United States, the petition will be sent to the U.S. consulate nearest the prospective employee’s foreign residence. The prospective employee can then apply at the U.S. consulate for a nonimmigrant visa. If the visa is issued, he or she will then be able to travel to the United States and apply for admission. For more information about nonimmigrant visa processing, please visit the U.S. Department of State’s Web site at  www.travel.state.gov .

Yes. An employer can file Form I-907, Request for Premium Processing Service, with the appropriate fee, concurrently with the Form I-129, or after receiving the receipt notice for Form I-129 at the USCIS location where the Form I-129 was filed. For more information on premium processing, please see the website at   www.uscis.gov  .

Processing time depends on a number of factors. You can check the current processing times on the USCIS website  www.uscis.gov . Once the petition is filed, you can receive an updated estimate by checking their website or calling Customer Service at 1-800-357-2099.

The initial period of stay granted to a temporary employee varies, depending on the specific visa category. Likewise, the maximum period of initial allowable stay varies, depending on the specific visa category and on the foreign national’s intended employment.

This information may be found on the Form I-94 that the employee received upon entering the United States, or on the USCIS-issued approval notice for a change of status or extension of stay. As noted below, in certain cases, a foreign national may seek to remain in a nonimmigrant classification longer than the period for which he or she was initially admitted or granted, up to the maximum period allowable by law. For detailed information on the period of stay initially granted and the maximum period of stay allowable for a specific visa category, please visit www.uscis.gov  or call their Customer Service at 1-800-357-2099.

If it appears that an employee may be needed longer than the period for which he or she was approved in his or her current nonimmigrant status, an employer may be able to file a new Form I-129 petition on behalf of the employee. To avoid disruption of authorized employment, employers are encouraged to file a petition to extend the employee’s status well before it expires. Note, however, that if the employee has already stayed for the maximum allowable period of time, an extension may not be granted.

Yes, provided that:

1. USCIS receives a Form I-129 petition to extend an employee’s status before his or her status expires; and
2. The employee has not violated the terms of his or her status; and
3. The employee meets the basic eligibility requirements.

Then:

The employee may continue to be lawfully employed for a period of up to 240 days, or until USCIS makes a decision on your application, or until the reason for your requested extension has been accomplished—whichever comes first. (Note: Under section 105 of the American Competitiveness in the Twenty-First Century Act, this does not apply to H-1B portability—the ability to work for a new employer. H-1B portability is discussed in further detail below.)

If the request for extension is denied and the employee’s status has already expired while the employee is in the United States, he or she will be considered “out of status” as of the date that his or her status expired. If this should happen, the employee will be required to cease employment immediately and depart from the United States upon denial of the extension. There is no appeal of a denial of a request for an extension of status. The period of time that the foreign national has been “out of status” may affect his or her ability to return to the United States following the individual’s required departure.

Under immigration law, an employer is liable for the reasonable costs of return transportation abroad for a foreign national employee in the H-1B or H-2B visa categories if the employer dismisses the employee from employment before the end of the period of authorized admission.

Employers must keep USCIS informed of any firings, termination of employment, or changes in the employee’s eligibility by submitting a letter to the USCIS Service Center that approved the application or petition. Please note that the employee may only perform the duties described in the petition. As an employer, you also have many other labor-related responsibilities separate from those required under the immigration laws. For information regarding these other responsibilities, please contact the appropriate U.S. Government or State agency.

U.S. employers are required by law to verify the employment eligibility of all workers they employ in the United States, regardless of their immigration status, by processing a Form I-9, Employment Eligibility Verification. For more information on completing and maintaining Form I-9, please visit  https://www.uscis.gov/working-in-the-united-states/information-for-employers-and-employees

When applying for the nonimmigrant visa at a U.S. consulate abroad, nearly all applicants must prove that their intention is to remain in the United States temporarily and to depart after they have fulfilled the purpose of their intended stay for which they are seeking a nonimmigrant visa—whichever is shorter. There are certain exceptions. For example, an H-1B, L-1A, and L-1B nonimmigrant worker may be able to maintain lawful nonimmigrant status and, at the same time, benefit from an immigrant visa petition, even if the individual worker may have taken certain steps to obtain lawful permanent resident status. For other classifications, the mere filing of an immigrant visa petition on behalf of a nonimmigrant worker, without any action taken by the worker himself or herself, may not have an adverse effect on the worker’s nonimmigrant status. For more information on sponsoring a foreign national employee for lawful permanent resident status, please visit   https://www.uscis.gov/i-129  

This depends on the nonimmigrant visa classification that you are seeking for prospective employees.

1. H-1B, H-3, O, and R visa categories do not allow for multiple employees on one petition.
2. For L-1 visa categories: A prospective employer may file a single “blanket petition” to establish a required intra-company relationship. However, once the blanket petition has been approved, each individual employee seeking to work for the blanket petitioner must still file his or her individual Form.
3. I-129-S, Nonimmigrant Petition Based on Blanket L Petition.
4. For the H-2A, H-2B, P, and Q-1 nonimmigrant visa categories, a single petition may cover multiple workers if the workers are performing the same service at the same location.

Yes, but each employer must file a separate Form I-129 petition and, where applicable, the appropriate Labor Certification, or Labor Condition Application with the DOL, and receive approval from USCIS before the employee can begin to work for a new or an additional employer. Please note that a foreign national who is eligible for H-1B portability may begin working for the new or additional employer once that employer has appropriately filed the Form I-129 petition with USCIS.