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• OPT is a program that allows international students to work in the US after their graduation, andgain practical experience.  Students with F-1 visas may apply for 12 months of OPT after each level of education complete. For instance, after completing their bachelor education, students can apply for 12 months of OPT, and then for another 12 months after the completion of their master degree. Science, Technology, Engineering and Mathematics (STEM) graduates have the option to extend their program by 17 -29 months.
• H-1B Specialty Occupations is a non-immigrant visa that gives graduates temporary employment authorization in high-skilled occupations. H-1B applicants are required to have specialized knowledge and a bachelor’s degree or higher (or its equivalent). Most H-1B jobs are in industries such as science, engineering, and information technology. Under this visa you are allowed to work in the US for initial period of three years, and you may apply for an extension which, if your application is successful, will entitled you to a further three years in the US.
• EB-3 Unskilled (Other workers) Visa: Obtaining a green card is the ultimate goal for many F-1 student visa holders and American Care Professionals International Human Resources can help. The US Government allocates 10,000 visas each year for employment-based sponsorship through EB-3 ‘Other Workers’ for employers that have proven labor shortages in unskilled work positions. Almost anyone from any country (except those with visa backlogs) is able to apply for the EB-3 Visa if they have an employer willing to sponsor them and are willing to work in an unskilled position. The EB-3 ‘Other Workers’ Visa leads directly to permanent residence green card status for you, and if applicable, your spouse and children.

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• When your Employment Authorization Document (EAD) Card is approved, or you are issued verbal or written approval at your consular interview, you should contact our Welcome Services Director, __________________. You may always contact them prior to your approval for any employment or settlement related questions, but they will be most engaged with you during your period of moving and employer onboarding. Please do not make the mistake of moving or making any other related changes without first speaking with Welcome Services for their guidance.
• American Care Professionals International Human Resourcess is your point of contact and acts as an intermediary until and beyond your date of hire.
• American Care Professionals International Human Resources is the point of contact for any immigration issues and initial onboarding . We will notify your employer should any immigration-related approvals or actions occur.
• Once your EAD is approved, American Care Professionals International Human Resources will consult with both the employer and the associated legal team to determine whether if and when you should begin employment immediately or await approval of the I-140 petition. Generally, we advise our clients to await I-140 approval before starting work, but this is assessed on a case-by-case basis.
• Our clients are expected to be available to work any shift needed concurrent with the employer needs at the time of hire. In most of these positions, U.S. workers could not request shift preferences and they have no obligation to grant you any shift(s) that you may request. American Care Professionals International Human Resources can engage with the employer to determine whether they can meet your shift preference in extremely limited circumstances.

• Length of Service – We generally advise clients to work at least one year for our partner employers. If you leave earlier than that year, then the employer may feel you did not intend to work for them but rather were seeking a quick Green Card. If they perceive you did not intend to work for them and were only seeking their employment for a Green Card, they have a right to report you to USCIS.
• Scheduling –   U.S. employers for unskilled jobs must treat our clients as they would any U.S. worker. Employers, such as our partners, are generally employing candidates on a “at-will” basis, meaning they can terminate your employment at any time and for any reason, including insubordination, poor performance, and / or a refusal to work. Therefore, our partner employers have an absolute right to terminate your employment should you refuse to work a certain reasonable schedule. (ACP-IHR) Welcome Services may help you make a request, but certainly not a demand, for a different schedule in certain limited circumstances. Any changes are always at the sole discretion of the employer.
• Health Insurance -Some of our partner employers offer health insurance and others do not. Should your employer not offer health insurance, please feel free to purchase health insurance on the private market or through a family member. To determine whether your employer offers health insurance, please contact our Welcome Services Director John Cooper at his email. Coverage, when available, will almost always be offered for purchase to include any legal dependents residing with you.
• Location Changes – It is at the sole discretion of the Employer in consultation with American Care Professionals International Human Resources whether you can switch. The ability to switch locations can only occur in limited, extreme circumstances based on the facts of your situation. Please discuss any desire to switch with our Welcome Services Director, John Cooper at his email.
• Immigration Status – American Care Professionals International Human Resources does not disclose your immigration status to other employees, and we discourage our partner employers from disclosing your immigration status as well. However, it does happen, and other employees may become aware of your immigration status. Under both U.S. immigration and civil rights laws, immigrants such as yourself must be treated like U.S. workers. For more information, please find the “EEOC is the law” poster which should be posted in your workplace. If  at any time, your employer including any supervisor or co-worker is treating you differently, please report it to a supervisor or follow the reporting mechanism as outlined in your company policy. If you are uncomfortable reporting it to a supervisor or someone else, please contact our Welcome Services Director, John Cooper at his email.
• Schedule Changes – Some employers rotate schedules weekly while others do not. If your Sponsor is a restaurant or food service employer, you will likely be given a rotating schedule.
• Second Job – While you may work another job, your number one priority is the (ACP-IHR)-sourced employer. That employer is petitioning for your immigration and therefore has absolute priority. Any other job should not interfere in any way with your primary, (ACP-IHR)-sourced employer. Should the second job in any way interfere, the (ACP-IHR)-sourced employer has an absolute right to terminate your employment and terminate your green card petition.
• Attending School During Employment – American Care Professionals International Human Resourcess highly discourages maintaining your F-1 or educational program during your employment. Your educational program will almost always interfere with your employment which should be what you devote 100% of your time. In limited circumstances, some clients have made this work so long as the school is 100% online.
• Paystubs – All partner employers of American Care Professionals International Human Resourcess, to date, do offer online access to your paystubs. You should talk to your supervisor about how to sign up to receive that online access. Please let us know if you have any issues.
• Attorney Communication – The attorneys who represent the employers who are petitioning for you must respond to thousands of inquiries from all of our clients. Therefore, we ask that you give the law firm representing the employer at least four (4) business days to respond to your inquiry. Should you send repeated messages and do not receive a response, please email American Care Professionals International Human Resourcess at processing.
• Finding a Room Mate – If welcome Services team finds find out that others in your area are also looking for roommates, we will advise you of such. We have updated our privacy protocols and we are no longer allowed to share any contact information without explicit consent of all parties. However, we will do our best to help to make helpful connections within this framework.
• COVID19 Workplace Safety – Each of our employers has conducted risk and hazard assessments for all types of workers and have created plans to address identified hazards and how to re-open their facilities safely during COVID-19. For some of our partner employers, this has included increasing physical space between employees and customers, relying on drive-through services, erecting partitions, marking floors to guide spacing at six (6) feet apart. Our employers have also devoted considerable resources to daily cleaning and disinfecting of surfaces. If you have any concerns, pls. discuss with your supervisor or with our Welcome Services Director, John Cooper at his email.
• Contact with a COVID19 Patient – You should immediately discuss this with your supervisor, quarantine as directed by medical staff, and take any steps requested by your employer or physician. Once you have recovered and / or quarantined for the required time, you will need a physician or providers letter approving your return to work. We can help you with this and will address any related concerns on a case-by-case basis, including assisting you with online medical providers for your area.
• Childcare – Please talk to the Welcome Services team first and they can help you discuss any plans and questions related to childcare.
• Traveling to Work – We generally discourage long-distance travel. Our employers require a local address for hire and the ability of our employees to be close in case of emergency shift coverage.
• Employment Completion – When your one-year of work is over and should you request to terminate your employment please contact our Welcome Services Director, John Cooper. We request our employees to contact us first so that we can work with the employer to meet their required needs.
• Green Card – Once your Green Card is approved, please send a copy of the physical card (both front and back) to Welcome Services Director, John Cooper or Isaiah Shelton. We will assist you with the notification of same to your employer.

• Special Rights or Privileges – Employees sponsored under the EB-3 Unskilled visa program have no special rights or privileges so they are to be treated the same as any other US worker at your organization.
• Employer Expectations – Employers are free to take any action that they would take against any U.S. worker, including termination and these employees should be treated the same as any U.S. worker.
• E-Verify Requirements – To meet the E-Verify Requirements, the EB-3 Unskilled candidates will present either a valid Employment Authorization Document (EAD) or valid permanent, endorsed residency visa or card,.
• Social Security card, I-9 and W-2 documents – For candidates sourced through the EB-3 unskilled program, the Employment Authorization Document (EAD) Card or the Permanent Resident Card (green card) are sufficient to establish both identity and employment authorization. Our candidates will also be able to present a valid social security card. According to the United States Citizenship and Immigration Services (USCIS):
  • Employees are permitted to file a renewal application for an EAD up to 180 days (roughly 6 months) before the expiration date of their current EAD. Thus, 6 months prior to the expiration of their EAD, employees should contact their legal representative to begin the process of renewal.
  • The EB-3 candidate can continue working even if their EAD card expires and they are waiting for their new EAD card to arrive. When the EB-3 candidate applies to renew their EAD Card, they should receive a receipt notice from United States Citizenship and Immigration Services (USCIS) (the agency that handles the EAD process). The receipt notice serves as a 6-month extension of the expired EAD card. Receipt notices generally arrive within 4 weeks but can be delayed up to 2 months.
• Drug Screening and Criminal Background – If your company generally gives drug screening or criminal background checks upon employment to its U.S. workers, then you should do the same with (ACP-IHR)-placed employees as well.
• Travel – Any travel plans should be discussed with you and initiate travel only with employer’s prior approval. When our EB-3 candidates apply for their Employment Authorization Document (EAD) card, they also apply for a travel document called Advanced Parole (AP) card. AP allows foreign nationals to travel abroad and back into the United States without having to apply for a visa. Without an approved AP card, foreign nationals will not be permitted to re-enter the country.
• Vacation – There is no requirement to grant vacation time to EB-3 candidates. These employees should be treated the same as any other entry level U.S. worker at your company.
• Expectations– If the EB-3 candidates are not living up to your expectations or if you feel they have no meaningful intent to work, please contact our Welcome Services Director, John Cooper and direct phone (803) 767-1180. We will work with you and the employee on any issue related to their intention to work. Should it be determined that the employee does not and did not have a meaningful intent to work, we will report him or her to the legal counsel who may report them to the Department of Homeland Security (DHS), or you may undertake the same as the sponsoring employer.
• Communication – American Care Professionals International Human Resources has a Welcome Services section led by Director, John Cooper. Among other responsibilities, Welcome Services is charged with serving as a link between the employer and the EB-3 employees.
• Language – American Care Professionals International Human Resourcess, LLC requires all of its candidates to speak English. Functional fluency is virtually guaranteed and (ACP-IHR) will assist with language issues to the extent possible.
• Termination – Should we let (ACP-IHR) know? If you are forced to terminate a (ACP-IHR)-sourced employee, we request that you contact our Welcome Services Director, John Cooper, prior to the termination. We seek to resolve any issues before termination. If that is not possible, you are free to terminate any (ACP-IHR)-sourced employees in the same manner and for the same reasons you would terminate a U.S. worker.
• Work Duration – American Care Professionals International Human Resources, LLC signs a contract with each foreign national whom we place. They agree to work for at least one year for our partner employers. ACP-IHR)-sourced employees are permitted to work for more than a year as long as both your company and the employee wish them to be employed. Several (ACP-IHR)-sourced employees have been promoted at companies and have worked for years with employers.
• Part Time Work – One of the requirements of the EB-3 unskilled visa, by law, is that the foreign national must work full-time. Full-time will generally mean as close to forty (40) hours per week as possible.

• Bring citizenship to millions of foreign nationals, including undocumented workers and those who came to the country legally.
• Clears employment-based visa backlogs, recaptures unused visas, reduces lengthy wait times, and eliminates per-country visa caps.
• Makes it easier for graduates of US universities with advanced STEM degrees to stay in the US;
• Improves access to green cards for workers in lower-wage sectors; and eliminates other unnecessary hurdles for employment-based green cards.
• Protects workers who are victims of workplace retaliation from deportation in order to allow labour agencies to interview these workers. It also protects migrant and seasonal workers, and increases penalties for employers who violate labor laws.

• The visa bulletin serves as a waiting list for foreign nationals whose immigrant visas are subject to a yearly quota. It is made up of four charts, two for employment-based immigration and the other two for family-sponsored green cards. Foreign nationals utilize these charts to determine when they are able to file their Form I-485 and related applications.
• The U.S. State Department publishes the visa bulletinevery month on their website. U.S. Citizenship and Immigration (USCIS) then posts an analysis of this bulletin on their website a few days later to specify which chart foreign nationals should use to determine their filing date.
• The visa bulletin is generally updated in the middle of the prior month. For example, the chart for May would be issued in mid-April. If a foreign national’s priority date is current, according to that chart, he or she could file the I-485 during the month of May.
• A priority date represents a foreign national’s place in line for the green card he or she is waiting to obtain. The priority date for employment-based cases usually corresponds with when the PERM labor certification was filed with the Department of Labor (DOL).
• For employment-based cases that do not require a LCA certification, the priority date is the I-140 filing date.