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Guidelines for Permanent Residency Sponsorship

Guidelines for Permanent Residency Sponsorship. April 2000. Basic Criteria. Business need is the overriding criteria Costs will be borne by business unit that the employee is located in when the process is approved

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Guidelines for Permanent Residency Sponsorship

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  1. Guidelines for Permanent Residency Sponsorship April 2000

  2. Basic Criteria • Business need is the overriding criteria • Costs will be borne by business unit that the employee is located in when the process is approved • Process will be coordinated by International HR Planning & Administration department to increase efficiencies, provide consistencies in guideline applications and lower costs • Payback provisions will apply - 100% payback if voluntarily terminates within 2 years of receipt • Immigration law firm to provide assistance will be selected by Enron

  3. Employee Categories • US localized employees - hired into US on local employment terms • Expatriate employees based in US - expatriated to US under specific assignment terms and period • Associate/Analyst program • Recruits

  4. US localized employees • Start of process determined based on length of visa time remaining • Need business unit VP and HR VP approvals • US career path and performance should be considered • If permanent residency is not authorized, need to consider limitations on employment due to visa expiration

  5. Expatriate employees based in US • Start of process determined based on length of visa time remaining • Need business unit VP and HR VP approvals • US career path must be determined - switch to a local US compensation & benefits package • Performance should be a consideration • Replacement of home country position must be determined

  6. Associate/Analyst Program • No sponsorship unless there is a justifiable business need (I.e., visa expiration date, US career path is discernable) • Need business unit VP, AA program and HR VP approvals

  7. Recruits • Promised as part of the new hire package • Start of process determined based on business need and length of visa time remaining - date for start of process can be stated in offer letter • Need business unit VP and HR VP approvals • US career path and references should be considered • If permanent residency is not authorized, need to consider limitations on employment due to visa expiration

  8. Proactive Strategy The immigration section of International HR Planning & Administration is gathering data on all employees on non-immigrant visas to review expiration dates of visas. If an employee is in danger of reaching the limit of their visa and does not have a green card in process, we will meet with HR and the business manager to inform them of the potential expiration and suggest alternatives, such as: • apply for green card • apply for another visa without time limits (restricted to aliens of extraordinary ability) • potential for 1 year foreign assignment to bring back to US under another visa

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