L-1B Intracompany Transferee Specialized Knowledge
The L-1B nonimmigrant classification enables a U.S. employer to transfer a professional employee with specialized knowledge relating to the organization’s interests from one of its affiliated foreign offices to one of its offices in the United States. This classification also enables a foreign company which does not yet have an affiliated U.S. office to send a specialized knowledge employee to the United States to help establish one. The employer must file Form I-129, Petition for a Nonimmigrant Worker with fee, on behalf of the employee.
General Qualifications of the Employer and Employee
To qualify for L-1 classification in this category, the employer must:
- Have a qualifying relationship with a foreign company (parent company, branch, subsidiary, or affiliate, collectively referred to as qualifying organizations); and
- Currently be, or will be, doing business as an employer in the United States and in at least one other country directly or through a qualifying organization for the duration of the beneficiary’s stay in the United States as an L-1. While the business must be viable, there is no requirement that it be engaged in international trade.
Doing business means the regular, systematic, and continuous provision of goods and/or services by a qualifying organization and does not include the mere presence of an agent or office of the qualifying organization in the United States and abroad.
To qualify, the named employee must also:
- Generally have been working for a qualifying organization abroad for one continuous year within the three years immediately preceding his or her admission to the United States; and
- Be seeking to enter the United States to provide services in a specialized knowledge capacity to a branch of the same employer or one of its qualifying organizations.
Specialized knowledge means either special knowledge possessed by an individual of the petitioning organization’s product, service, research, equipment, techniques, management, or other interests and its application in international markets, or an advanced level of knowledge or expertise in the organization’s processes and procedures (See 8 CFR 214.2(l)(1)(ii)(D)).
L-1 Visa Reform Act of 2004
The L-1 Visa Reform Act of 2004 applies to all petitions filed on or after June 6, 2005, and is directed particularly to those filed on behalf of L-1B employees who will be stationed primarily at the worksite of an of an employer other than the petitioning employer or its affiliate, subsidiary, or parent. In order for the employee to qualify for L-1B classification in this situation, the petitioning employer must show that:
- The employee will not be principally controlled or supervised by such an unaffiliated employer; and
- The work being provided by the employee is not considered to be labor for hire by such an unaffiliated employer.
See INA 214(c)(2)(F) and Chapter 32.3(c) of the USCIS Adjudicator’s Field Manual, available in the "Laws" section of the website.
For foreign employers seeking to send an employee with specialized knowledge to the United States to be employed in a qualifying new office, the employer must show that:
- The employer has secured sufficient physical premises to house the new office ; and
- The employer has the financial ability to compensate the employee and begin doing business in the United States.
See 8 CFR 214.2(l)(3)(vi) for details.
Period of Stay
Qualified employees entering the United States to establish a new office will be allowed a maximum initial stay of one year. All other qualified employees will be allowed a maximum initial stay of three years. For all L-1B employees, requests for extension of stay may be granted in increments of up to an additional two years, until the employee has reached the maximum limit of five years.
Family of L-1 Workers
The transferring employee may be accompanied or followed by his or her spouse and unmarried children who are under 21 years of age. Such family members may seek admission in L-2 nonimmigrant classification and, if approved, generally will be granted the same period of stay as the employee.
If these family members are already in the United States and seeking change of status to or extension of stay in L-2 classification, they may apply collectively, with fee, using Form I-539, Application to Extend/Change Status.
Spouses of L-1 workers may apply for work authorization by filing a Form I-765, Application for Employment Authorization with fee. If approved, there is no specific restriction as to where the L-2 spouse may work.
How to Apply
In order to apply for a L-1A or L-1B visa, the employer must petition for you. To begin the petition, process the employer must:
- Complete the Form I-129, Petition for a Nonimmigrant Worker. Review the instructions for the Form I-129 and complete the Form I-129 and related Supplements.
- Submit the Filing Fee(s). Include the appropriate filing fee with the Form I-129 (including biometrics services fees if applicable).
- Submit Evidence. Include all supporting documentation.
- Submit a Duplicate Copy of the Form I-129. Include a duplicate copy of Form I-129 and all supporting documentation, even if you are filing the Form I-129 to seek a change of status (COS) or extension of stay (EOS).
- Sign and File the Form I-129. File the petition at the correct filing location according to form instructions.
- An expedited path is possible for an increased processing fee.
What Happens After A Petitioner Applies?
Once USCIS receives your Form I-129, they process the application and the employer will then receive:
- A receipt notice for the Form I-129, Petition for Nonimmigrant Worker, and
- A notice for a biometrics appointment date.
The employer will then receive:
- A written notice of a decision.
Forms and Fees
Form I-129, Petition for a Nonimmigrant Worker, filing fee $460
Biometrics fee may apply, $85
Note: There are additional fees associated with certain L-1A and L1-B petitions.
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