Companies submit tens of thousands of applications by April 1 each year for the limited number of H-1B visas available annually to foreign workers they want to hire. Demand far exceeds supply, meaning that the majority of applicants are not successful in the visa lottery conducted by US Citizenship and Immigration Services to distribute these coveted visas. Additionally, the government is seeking more proof from companies that the foreign worker’s skillset is needed and unavailable domestically. Given the high rate of failure to secure an H-1B visa on behalf of a potential foreign hire, what alternatives do companies have to bring these potential employees and their needed skills on board? What are some of the challenges in the current H-1B visa process, and how can you plan for future years staffing and visa requirements?
Please join Richard F. Verstegen as he explains the H-1B visa process, alternate authorities to hire foreign workers, and other strategies to hire and retain foreign talent for your organization.
WHAT YOU'LL LEARN The H-1B visa process and lottery Handling requests for evidence of need for a foreign worker’s skillset Options for employees who are not selected in the H-1B visa lottery Hiring H-1B cap exempt candidates or students Other visas and methods to hire foreign nationals Opportunities and strategies to secure and retain foreign talent AND MUCH MORE!
YOUR CONFERENCE LEADER
Your conference leader for “Alternatives to the H-1B Visa Lottery: Other Ways to Hire Foreign Workers Legally” is Richard F. Verstegen, partner, Boardman & Clark, LLP, Madison Wisconsin. Rick is an experienced member of the School Law Practice Group and the Labor and Employment Group at the firm. Rick’s practice focuses in the areas of labor and employment law and school law. He advises employers on all areas of employment law including immigration, state and federal wage and hour laws, employee handbooks, family and medical leave, unemployment compensation, personnel records, technology-related matters, misconduct investigations, anti-discrimination, and harassment. He also has extensive experience on matters involving labor relations, collective bargaining, contract interpretation and administration, public records, pupil records, open meetings law, and constitutional law. Rick has published many articles on employment law related topics. In addition he has participated in seminars and presentations dealing with labor and employment related topics. He is a member of the State Bar of Wisconsin, and is admitted to practice before the Wisconsin Supreme Court and the United States District Court for the Western District of Wisconsin. He earned his JD degree from the University of Wisconsin Law School.