Immigration Law Firm (U.S. and Canada) - Business, Family, Personal, Removal, Waivers, Work Permits
NPZ Law Group, P.C.
Visaserve Plaza
487 Goffle Road
Ridgewood, New Jersey 07450
487 Goffle Road
Ridgewood, New Jersey 07450
(201) 670-0006
or(866) 599-3625
(201) 670-0009
Law Firm Overview
At Nachman Phulwani Zimovcak (NPZ) Law Group, P.C., we are highly skilled, imaginative, immigration lawyers who help businesses, universities, health care institutions and other clients transfer highly skilled foreign national workers to the United States.
Areas of Law
Articles Published by NPZ Law Group, P.C.
Lawful Permanent Residence Status (“Green Cards”) for Scientific Researchers
It is no secret that obtaining Lawful Permanent Residence status, or a “green card,” in the US is not simple. To the contrary, it is a complicated, lengthy and expensive process fraught with traps for the unwary. Fortunately, however, US immigration law makes the process a little easier for scientists.
Read Article Employing Foreign National Graduates in the Sciences - Nonimmigrant Visas and Green Cards
Many US employers have an interest in hiring recent college and professional school graduates who are foreign nationals. This is true in every field, but is particularly so in the sciences. All the same, employers often shy away from hiring foreign nationals because they are intimidated by many of the complex US immigration laws.
Read Article National Interest Waivers Provide Individuals with Permanent Status
A foreign national may apply for lawful permanent residence status (green card), and seek a waiver of the job offer and labor certification requirements, by establishing that his or her admission to permanent residence would be in the National Interest.
Read Article Why We Need The DREAM Act Now
For some time now, lawmakers have insisted that immigration reform, if it is to happen, must be comprehensive, dealing with all of the problems with our broken system at once. A piecemeal approach, they say, is not acceptable. Suggestions that certain pressing issues be dealt with separately have been flatly rejected.
Read Article Government Enforcement of the H-1B Immigration Program: H-1B Site Visits are in Full Swing
For the past few months, the U.S. Department of Homeland Security, Citizenship and Immigration Services ("CIS") has conducted an investigation program aimed at visiting H-1B petitioner work sites throughout the U.S.
Read ArticleVideos Provided by NPZ Law Group, P.C.
WAIVERS, H-1B VISA, CONSULAR PROCESSING FEES, I-9
1. WAIVERS
- Waiver for B-2 Visas
- 601 Provisional Waiver
- 60 day review
2. H-1B VISA
- H-1B numbers for CAP Cases
- Filing time frames
- Dual intent is overcome
- Exempt H-1B Categories
3. CONSULAR PROCESSING FEES
- Immigrant Visa fees reduced
- non-immigrant Visa fees increased
4. I-9
- New I-9 forms
- Waiver for B-2 Visas
- 601 Provisional Waiver
- 60 day review
2. H-1B VISA
- H-1B numbers for CAP Cases
- Filing time frames
- Dual intent is overcome
- Exempt H-1B Categories
3. CONSULAR PROCESSING FEES
- Immigrant Visa fees reduced
- non-immigrant Visa fees increased
4. I-9
- New I-9 forms
About Nachman, Phulwani, Zimovcak (NPZ) Law Group, P.C.
B) My B-1/B-2 visa has been denied 4 times under 214 (b) once I contact a senator and congressman I will receive my visa. 1. Congressmen intervention doesn't always help. 2. American Consule have sole power to issue visa's 3. Joined effort to make inquiry makes successed filing. Having more than one option helps. 4. If a case is genuise another chief officer can overide decision of previous offices.
C) F-1 visa denied 3 times financials are available and school is an IV league school. I want to appeal and file in federal court. 1. the consulate can't make a determination based on the type of college. 2. The intention of the person should be considered 3. look at different options such as H-1B to overcome 214 (b).
C) F-1 visa denied 3 times financials are available and school is an IV league school. I want to appeal and file in federal court. 1. the consulate can't make a determination based on the type of college. 2. The intention of the person should be considered 3. look at different options such as H-1B to overcome 214 (b).
Prohibited Practices That May Cause Discrimination - Retaliation and Immigration Discrimination.
Within the past few years the situation has changed dramatically. IRCA Enforcement is now handled by the U.S. Immigration and Customs Enforcement ("ICE") which is a part of the Department of Homeland Security ("DHS"). Enforcement has become focused and intense. ICE has begun organizing high-profile raids on businesses that are improperly employing foreign nationals, levying criminal and civil charges on business managers and employees alike, and imposing heavy sanctions against companies. Sanctions include monetary fines, jail time and or a ban on hiring foreign nationals.
The process for hiring legal workers is complex. In some circumstances, you may have sponsored a foreign national for a green card and found out later that they may have presented fraudulent documents or a stolen identity card.
An employer who knowingly hires an illegal or unauthorized worker could face civil and criminal penalties and be subject to employer sanctions. Proper employment verification compliance may reduce the chances for hiring illegal immigrants and reduce a clients' exposure to potential liability.
The Business and Corporate Immigration Attorneys at our Firm have focused their practice, for over a decade and a half, on assisting companies that employ highly-skilled foreign nationals in visa applications. We serve our clients' business objectives. A natural extension of that service is counsel that helps the client to avoid the disruption and expense of ICE audits and the consequences of being found to be out of compliance with employment verification (Form I-9) rules and IRCA regulations.
The risks are high-few large companies have accurately filled out every I-9 Form and many businesses would be, if scrutinized, found to be out of compliance.
At Nachman & Associates, P.C., our Business Immigration Attorneys and Immigration Specialist Staff offer counsel to companies, non-profit organizations and government entities, assisting them with employment verification compliance.
Our Business Immigration Attorneys can organize and conduct a review of records, assist in establishing procedures to reduce exposure to liability, and participate in training of managers to comply with employment verification requirements.
Reference Center - Below are some of the many reference documents available to assist you and the members of your Human Resources Team with regard to the employment verification process:
I-9 Forms
M-274, Employer Handbook
Employment Verification Overview
How to Complete Form I-9 for Employment Verification
Questions and Answers on Employment Eligibility Verification
DHS Best Hiring Practices
USCIS E-Verify Program
E-Verify Fact Sheet
IMAGE Program and ICE
ICE Workforce Enforcement Advisory Feb 2008
Office of Special Counsel Programs
Discrimination/EEOC Defense
Social Security Mismatch Compliance
Social Security Mismatch Fact Sheet
Social Security Administration Insert Letter
Contact Us
Our skilled staff of immigration law Attorneys and Immigration Specialist Staff are sensitive to the needs of our clients. Many members of our staff are themselves foreign born and have family and/or friends who have gone through the immigration process. As a result, our Business Immigration Staff maintain a personal and unique approach. Our legal team can clearly train you and/or your staff about employment verification and employer sanctions and discrimination on the basis of citizenship and nationality in Spanish, French, Japanese, Korean, Tamil, Hindi, Slovak, Czech, Russian, Chinese, German and English.
To schedule a training session, contact Nachman & Associates by e-mail to us at info@visaserve.com or call 201-670-0006. To view our upcoming regional training sessions that are presently scheduled visit us at http://www.visaserve.com.
The process for hiring legal workers is complex. In some circumstances, you may have sponsored a foreign national for a green card and found out later that they may have presented fraudulent documents or a stolen identity card.
An employer who knowingly hires an illegal or unauthorized worker could face civil and criminal penalties and be subject to employer sanctions. Proper employment verification compliance may reduce the chances for hiring illegal immigrants and reduce a clients' exposure to potential liability.
The Business and Corporate Immigration Attorneys at our Firm have focused their practice, for over a decade and a half, on assisting companies that employ highly-skilled foreign nationals in visa applications. We serve our clients' business objectives. A natural extension of that service is counsel that helps the client to avoid the disruption and expense of ICE audits and the consequences of being found to be out of compliance with employment verification (Form I-9) rules and IRCA regulations.
The risks are high-few large companies have accurately filled out every I-9 Form and many businesses would be, if scrutinized, found to be out of compliance.
At Nachman & Associates, P.C., our Business Immigration Attorneys and Immigration Specialist Staff offer counsel to companies, non-profit organizations and government entities, assisting them with employment verification compliance.
Our Business Immigration Attorneys can organize and conduct a review of records, assist in establishing procedures to reduce exposure to liability, and participate in training of managers to comply with employment verification requirements.
Reference Center - Below are some of the many reference documents available to assist you and the members of your Human Resources Team with regard to the employment verification process:
I-9 Forms
M-274, Employer Handbook
Employment Verification Overview
How to Complete Form I-9 for Employment Verification
Questions and Answers on Employment Eligibility Verification
DHS Best Hiring Practices
USCIS E-Verify Program
E-Verify Fact Sheet
IMAGE Program and ICE
ICE Workforce Enforcement Advisory Feb 2008
Office of Special Counsel Programs
Discrimination/EEOC Defense
Social Security Mismatch Compliance
Social Security Mismatch Fact Sheet
Social Security Administration Insert Letter
Contact Us
Our skilled staff of immigration law Attorneys and Immigration Specialist Staff are sensitive to the needs of our clients. Many members of our staff are themselves foreign born and have family and/or friends who have gone through the immigration process. As a result, our Business Immigration Staff maintain a personal and unique approach. Our legal team can clearly train you and/or your staff about employment verification and employer sanctions and discrimination on the basis of citizenship and nationality in Spanish, French, Japanese, Korean, Tamil, Hindi, Slovak, Czech, Russian, Chinese, German and English.
To schedule a training session, contact Nachman & Associates by e-mail to us at info@visaserve.com or call 201-670-0006. To view our upcoming regional training sessions that are presently scheduled visit us at http://www.visaserve.com.
Prohibited Employment Practices Under IRCA
Employment Verification:
Immigration Lawyers Help Businesses with Employment Verification - In the years since the Immigration Reform and Control Act of 1986 ("IRCA"), employers have been required to prepare and retain Form I-9 Employment Verification forms for all of their employees. For the years following implementation there was much confusion among employers and there was little enforcement, and fraud and carelessness were routinely ignored. Until recently it was unusual for the government to file a case against an employer for IRCA violations.
Immigration Lawyers Provide Training on Employment Verification
In 2007, Nachman & Associates received a Federal Training Grant from the U.S. Department of Justice, Office of Special Counsel for Unfair Immigration-related Employment Practices ("OSC") to train employers in the State of New Jersey and throughout the Country (by WEBINAR) about their obligations for employment eligibility verification and sanctions. Since receiving this prestigious Federal Grant, our Attorneys have traveled across the country to train HR professionals, CEOs and hiring managers to help them comply with the employment verification and employer sanction laws. We have also partnered with representatives of ICE to train about IMAGE and with DHS to train employers about E-Verify.
The DOJ Grant gave our Team the opportunity to train employers throughout the U.S. in the following areas:
Social Security Mismatch Compliance: Employers can learn what to do when the Social Security number an employee provides does not match the name that the individual has given to the Social Security Administration.
E-Verify and its New Photo Screening: E-Verify is a free online tool that helps employers to verify the work authorization of its workforce. The new photo tool checks the photo of a newly hired employee with the Department of Homeland Security's databases and the data from the U.S. Social Security Administration to help catch cases of identity theft.
ICE Mutual Agreement between Government and Employers (IMAGE): This application-based program has been promulgated by ICE a it allows businesses that participate to have access to quickly verify the employment eligibility of new hires, as well as check their current workforce and comply with ICE's
10 Best Practices for Employers.
Acceptable Verification Documents: CIS recently began issuing new Employment Authorization Documents to aliens authorized to work temporarily in the United States. Our staff can train employers about what documents will enable them to accurately undertake verification of its employees under various immigrant and nonimmigrant benefit programs.
State Legislation Related to Employment Verification: States like Colorado and Arizona, like many other States throughout the U.S. have undertaken to pass statutes about the employment verification process. Many State Legislatures felt that the Federal Government was not doing enough to curb unauthorized workers from entering the U.S. The members of our Firm can help you and your Human Resources Team to understand what you need to do to comply with State rules and regulations about employment verification.
To schedule a training session, contact Nachman & Associates by e-mail to info@visaserve.com or call 201-670-0006 (x100). To view our upcoming regional training sessions that are presently scheduled, e-mail to info@visaseeever.com.
Immigration Lawyers Help Businesses with Employment Verification - In the years since the Immigration Reform and Control Act of 1986 ("IRCA"), employers have been required to prepare and retain Form I-9 Employment Verification forms for all of their employees. For the years following implementation there was much confusion among employers and there was little enforcement, and fraud and carelessness were routinely ignored. Until recently it was unusual for the government to file a case against an employer for IRCA violations.
Immigration Lawyers Provide Training on Employment Verification
In 2007, Nachman & Associates received a Federal Training Grant from the U.S. Department of Justice, Office of Special Counsel for Unfair Immigration-related Employment Practices ("OSC") to train employers in the State of New Jersey and throughout the Country (by WEBINAR) about their obligations for employment eligibility verification and sanctions. Since receiving this prestigious Federal Grant, our Attorneys have traveled across the country to train HR professionals, CEOs and hiring managers to help them comply with the employment verification and employer sanction laws. We have also partnered with representatives of ICE to train about IMAGE and with DHS to train employers about E-Verify.
The DOJ Grant gave our Team the opportunity to train employers throughout the U.S. in the following areas:
Social Security Mismatch Compliance: Employers can learn what to do when the Social Security number an employee provides does not match the name that the individual has given to the Social Security Administration.
E-Verify and its New Photo Screening: E-Verify is a free online tool that helps employers to verify the work authorization of its workforce. The new photo tool checks the photo of a newly hired employee with the Department of Homeland Security's databases and the data from the U.S. Social Security Administration to help catch cases of identity theft.
ICE Mutual Agreement between Government and Employers (IMAGE): This application-based program has been promulgated by ICE a it allows businesses that participate to have access to quickly verify the employment eligibility of new hires, as well as check their current workforce and comply with ICE's
10 Best Practices for Employers.
Acceptable Verification Documents: CIS recently began issuing new Employment Authorization Documents to aliens authorized to work temporarily in the United States. Our staff can train employers about what documents will enable them to accurately undertake verification of its employees under various immigrant and nonimmigrant benefit programs.
State Legislation Related to Employment Verification: States like Colorado and Arizona, like many other States throughout the U.S. have undertaken to pass statutes about the employment verification process. Many State Legislatures felt that the Federal Government was not doing enough to curb unauthorized workers from entering the U.S. The members of our Firm can help you and your Human Resources Team to understand what you need to do to comply with State rules and regulations about employment verification.
To schedule a training session, contact Nachman & Associates by e-mail to info@visaserve.com or call 201-670-0006 (x100). To view our upcoming regional training sessions that are presently scheduled, e-mail to info@visaseeever.com.
Prohibited Practices That May Cause Discrimination.
Office of Special Counsel for Immigration-Related Unfair Employment Practices
The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) enforces the anti-discrimination provision of the Immigration and Nationality Act § 274B, 8 U.S.C. § 1324b.
This statute prohibits: 1) citizenship status discrimination in hiring, firing, or recruitment or referral for a fee, 2) national origin discrimination in hiring, firing, or recruitment or referral for a fee, 3) document abuse (unfair documentary practices during the employment eligibility verification, Form I-9, process, and 4) retaliation or intimidation.
The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) enforces the anti-discrimination provision of the Immigration and Nationality Act § 274B, 8 U.S.C. § 1324b.
This statute prohibits: 1) citizenship status discrimination in hiring, firing, or recruitment or referral for a fee, 2) national origin discrimination in hiring, firing, or recruitment or referral for a fee, 3) document abuse (unfair documentary practices during the employment eligibility verification, Form I-9, process, and 4) retaliation or intimidation.
