|
| |
Global-i-p specializes in matching the needs of U.S. employers
and skills of Korean workers who are interested in working in U.S. companies.
Skilled workers include physicians, computer programmer, nurses, auto-mechanics,
electricians, carpenters, welders, plumbers, cooks, … etc.; and unskilled
workers include but are not limited to meat/poultry/seafood packers ...etc.
Hiring Korean or other foreign skilled and/or unskilled workers for employment
requires some legalities and waiting period which depends on the efficiency of
the U.S. Citizenship and Immigration Services (USCIS).
If you are interested in hiring workers from Korea (or other countries), let us
know. We can help you find skilled and/or unskilled manpower. Even if your
company is not familiar with the legal process, we can handle the process with
our immigration lawyers with the necessary papers/documents for filing the
petition to USCIS provided by you.
See EMPLOYMENT VISAS for general information on various employment visas.
WHAT IS THE LEGAL PROCESS INVOLVED?
An immigrant (also called a "lawful permanent resident") is a foreign national
who has been granted the privilege of permanently living and working in the
United States. Immigration based on a permanent employment opportunity in the
United States is a multi-step process. The following information is intended to
provide a brief outline of this process.
 |
An employer notifies
Global-i-p of the qualifications of foreign workers they would like to
hire. |
|
|
Based on the required
specific qualifications, Global-i-p recruits such workers from Korea.
|
|
|
Global-i-p screens for
eligible lawful permanent residence (or temporary professional H-1B
visa) based on employment. |
|
|
Global-i-p aids employer in
providing the necessary documents for filing a petition to the INS. |
|
|
Global-i-p lawyers initiate
the legal process. |
WHAT ARE THE U.S. COMPANY'S RESPONSIBILITY?
Employer responsibility mandated by Immigration law when hiring a foreign
professional includes: a written job offer with an hourly or annual wage, job
title, and a requirement to pay the employee’s return air fare to the country of
origin if your company terminates employment.
|
|
A written job offer: the
job offer must be written to the employee on Letterhead stationary. |
|
|
An hourly or annual wage:
the Department of Labor requires that foreign professional be offered
the same wage (or higher) than an American worker doing the same job. If
the wage that you offer does not meet the prevailing wage mandated by
the Department of Labor, then your visa petition will be rejected. |
|
|
Shortage of U.S. workers:
Generally, an employer must establish a shortage of qualified and
available U.S. workers for a position before an alien worker may
permanently fill the position. This process is called "labor
certification." The labor certification process requires the employer to
advertise and recruit U.S. workers for the position. Recruitment is
performed under the directions of the State Employment Agency and the
U.S. Department of Labor. The employer may only reject U.S. applicants
for legitimate, non-discriminatory business reasons. Assuming the
employer cannot identify a qualified U.S. worker, the alien may be
allowed to fill the job permanently. The labor certification process can
take months to complete. |
|
|
Reduction Recruitment:
Because of the inherent time delays of the labor certification process,
the U.S. Department of Labor has recently instituted a procedure known
as Reduction Recruitment. This is designed for employers able to
demonstrate a shortage of qualified U.S. workers for a position through
consistent recruitment for at least 6 months prior to the filing of an
alien worker labor certification. Such cases are placed on a fast track,
which can save an employer and alien months (and sometimes years) off
the normal labor certification processing. |
HOW MUCH DOES THIS COST THE EMPLOYER?
The cost for employee search fee varies by the type of employment a company is
seeking - from nothing to certain percentage of the annual income of the
employee. All fees are based on contingency services only, i.e., no fees are
charged unless an offer and acceptance of employment materialize through our
introduction.
Corporate Discount Program: All fees are subject to a twenty
percent (20%) volume discount. To qualify for the discount a company must either
have five or more searches with us.
Please contact Global-i-p for better estimate on the fee.
|
