Introduction R-1 visa is an employment-based nonimmigrant visa for religious workers who want to come to the United States temporarily to work as a minister or in a religious vocation or occupation and be employed by a: Non-profit religious organization in the United States with a tax-exempt determination letter under section 501(c)(3) of the Internal Revenue Code of 1986; Religious organization that is authorized by a group tax exemption; or Non-profit organization which is affiliated with a tax-exempt religious denomination in the United States Requirements The general requirements for any person who wants to apply for the R-1 visa must fulfill the following conditions: Be a member of a religious denomination for the last two years The religious denomination must have a non-profit organization in the USA Find a US employer who will file the I-129 petition for the applicant for a job in a non-profit religious organization, or an organization affiliated with the religion The applicant must be a minister or a person working directly in the religious occupation or religious vocation The applicant must work at least 20 hours per week (part-time) The applicant must not work in any other positions beyond their religious capacity Eligibility Criteria for Hindu Religious Workers Under an R-1 visa, ministers and religious workers in religious vocations and occupations can come to the USA temporarily to perform religious work. Therefore, under Hinduism, there are two types of religious workers, ministers and non-ministers. Ministers Those who are authorized to conduct religious services by a recognized religious denomination are referred to as ministers. To be eligible to offer religious services, a minister needs to hold a license, certification, or other official recognition from a recognized denomination. In Hinduism, Acharyas (religious teachers) and Pandit/Pujari (Hindu priests) are considered as ministers. Religious Vocations  A religious vocation includes a formal lifetime commitment to a religious way of life through vows, investitures, rituals, or equivalent indicators. In Hinduism, there is a class of people in the religious sect whose entire lives are devoted to religious activities and rituals. The followings are considered as religious vocation: Brahmachari (male) or Brahmacharini (female) (student monks) and Swami (male) or Swamini (female) (monks). Brahmachari or Brahmacharini: A brahmachari or brahmacharini is a person who, at the earlier phases of training and initiation, made a formal lifetime commitment. Swami or Swamini: A Swami or Swamini is a person who has chosen to become a monk for life. Religious Occupation The religious occupation covers all religious workers who perform essential traditional religious functions. For temples, this provision covers the following individuals:  Paricharakara (religious food preparer): Paricharakaras prepare food offerings (prasadam) for Hindu worship services which are then distributed to temple devotees. Sthapati (religious architect): Hindu architects and builders with traditional training are known as stapatis. Shilpi (religious artisan): Hindu sculptors with traditional training are called shilpis. Religious Artists: Hindu religious artists are musicians, singers, and dancers with specialized training who offer devotions or conduct workshops either off-site at the temple or organization or on the premises.

Introduction The E-2 Treaty Employee Visa serves as a pivotal avenue for qualified individuals from treaty countries to work in the United States. Unlike the E-2 Treaty Investor Visa, employees in this regard do not have to invest themselves in the company or organization subject to the E-2 Treaty Investment. Some of the eligibility criteria for the E-2 Treaty Employee Visa and unique benefits are mentioned in the following:  Eligibility Criteria Nationality: The nationality of the employee seeking an E-2 Treaty Employee Visa must be the same as that of the principal alien employer. So, an individual with a nationality other than the principal employer’s nationality cannot be considered an “employee” for the sake of an E-2 Treaty Employee Visa. Moreover, the individual must fit the definition of “employee” under relevant laws.  Qualifying Employer: Applicants must be employed by a qualified U.S. enterprise or organization that meets the criteria for an E-2 visa in case the principal alien employer is not an individual. The enterprise or organization must be at least 50% owned by individuals who are citizens of the treaty country, or it must have substantial operations in the treaty country. Such owners must maintain nonimmigrant treaty investor status, or if the owners are not in the United States, they must be classifiable as nonimmigrant treaty investors if they were to seek admission to these countries. Specialized Skills or Qualifications: Specialized skills or qualifications are essential to an individual’s eligibility for an E-2 Treaty Employee Visa. No certain skillset is specified to qualify for an E-2 Treaty Employee visa automatically. It mostly depends on the degree and the exclusivity. These skills and qualifications must be essential to maintain the efficient operation of the treaty enterprise, and they may include advanced technical capabilities, managerial expertise, and specialized knowledge. Some factors must also be considered, such as prominence in the relevant field, others possessing similar skill sets, salary fit for the skills, and availability of skills and qualifications in the U.S.  Skills surrounded by foreign language and culture are not considered special skills for the E-2 Treaty Employee Visa. Another point to be noted is that any certain skill regarded as special at some point may no longer be qualifying due to it becoming common.  Benefits Employment Opportunity: The E-2 Treaty Employee Visa provides employment opportunities for skilled professionals who aspire to work in the United States with U.S. enterprises in diverse industries. Whether it is a technology startup or a well-established manufacturing firm, eligible employees can utilize their expertise to contribute and drive innovation in the American market. Sponsoring Spouses and Dependents: Similar to E-2 Treaty Investor Visas, principal E-2 Treaty Employee visa holders will get the opportunity to sponsor their spouse and unmarried children under 21 years of age as dependants of the principal applicant. Dependents can accompany the principal visa holder to the United States and enjoy the privileges of living, studying, and, in some cases, working in the country.  Renewability:  The E-2 Treaty Employee Visa is renewable

At Rajulaw, we have a longstanding tradition of assisting professionals from a variety of fields, including those within STEM and beyond. A recent success story involves a client from the field of Applied Microeconomics, whose aspirations hinged on the approval of his I-140 petition. The pathway he chose? The National Interest Waiver (NIW)—a route that may raise eyebrows considering his profession. Yet, microeconomists like him can significantly influence a range of critical areas by applying their specialized knowledge to enhance economic policies, boost market efficiencies, and address socioeconomic disparities. Our client, whose expertise lies in Labor Economics and Econometrics, sought to delve deep into the issues of inequality and poverty in the United States, with a sharp focus on the inequality of opportunity. This issue has roots that burrow deep into America’s troubled history, including periods of slavery that have left indelible marks on society. To challenge these entrenched disparities, he proposed a research initiative aimed at examining the relationship between income levels and the quality of U.S. elementary and secondary education, and their collective impact on inequality. His proposed policies, arising from this research, aimed to foster equality across all societal divisions, including race, gender, social class, and parental background. Furthermore, his research intended to address the expanding wage gaps between college-educated individuals and those without higher education—a disparity that has widened alarmingly over the decades. Inequality of opportunity is a complex phenomenon that leads to entrenched generational wealth and income gaps. To tackle this, our client planned to leverage advanced machine learning technologies to analyze the myriad factors contributing to these opportunity gaps comprehensively. Upon retaining our services, we embarked on a thorough review of his professional profile and the ambitious endeavor he proposed. Our team provided expert guidance to refine his project, ensuring that every aspect of the petition was polished, leaving no room for questions or doubts from the USCIS officer. We integrated his academic achievements, professional experiences, and extracurricular activities into a compelling petition that clearly delineated the significance of his proposed research and his aptitude for successfully executing it. To fortify his application, we included a series of meticulously crafted letters of recommendation, each tailored to bridge any informational voids, thus ensuring a comprehensive presentation of his case. The result was a successful petition approval. This case sets a precedent for other economists, microeconomists, or professionals in related fields considering the NIW pathway for U.S. permanent residency. If you find yourself in a similar position, contemplating how your work can contribute to the national interest, Rajulaw is here to assist. We invite you to discuss how your unique contributions and future plans can align with national goals and how our expertise can help you realize your professional aspirations. Looking forward, the implications of our client’s research are vast, promising not only to address present inequalities but also to pave the way for future economists to explore disparities across various dimensions, including health disparities between immigrants and natives. His work exemplifies how targeted research and

In today’s competitive job market, employers face the challenge of ensuring a legal workforce. Hiring unauthorized workers can result in severe penalties, legal consequences, and damage to a company’s reputation. However, implementing proper measures like E-Verify can help employers mitigate these risks. Understanding the E-Verify Program The E-verify program, also known as the E-Verification, allows employers to verify the eligibility of their employees to work in the United States. This web-based system compares information from an employee’s Form I-9 to data from the U.S. Department of Homeland Security and Social Security Administration records to confirm employment authorization. The Benefits of E-verify for Employers As an employer, there are numerous advantages to using E-Verify for your business: Enhanced Compliance with Immigration Laws: One of the key benefits of implementing E-verify in your hiring process is enhanced compliance with the Immigration Reform and Control Act (IRCA) of 1986, which requires employers to verify the identity and work eligibility of all employees. By verifying the employment eligibility of your workforce, you can rest assured that you comply with federal immigration regulations. This helps you avoid costly fines and penalties and protects your company’s reputation. Streamlining the Hiring Process: E-verify can also streamline the hiring process for employers. By automating the verification of employment eligibility, you can reduce the time and effort required to complete the necessary paperwork. This saves you time and allows you to onboard new employees more quickly and efficiently. Reducing Fraud and Ensuring Accuracy: Another significant benefit of E-verify is the reduction of fraud and the assurance of accuracy in your workforce. By verifying the identities of your employees through the E-verify system, you can significantly decrease the risk of hiring individuals who may be using fraudulent documents. This protects your company from potential legal issues and ensures that you have a reliable and trustworthy workforce. Improving Workplace Safety and Security: Employers who implement E-verify also experience improved workplace safety and security. By verifying the employment eligibility of your employees, you can ensure that only authorized individuals have access to certain areas of your business. This can help prevent unauthorized individuals from entering restricted areas and enhance the overall safety and security of your workplace. Stronger Defense in Case of Audits: Using E-verify demonstrates good faith in your hiring practices. In the event of an immigration audit, E-verify documentation can help establish that you took reasonable steps to verify employee eligibility. Support for Visa Applications: E-verify can also be used as supporting documentation for visa applications, particularly for certain visa categories that require proof of employment eligibility. Providing evidence of participation in the E-Verify program can strengthen visa applications and demonstrate a commitment to compliance with immigration laws. Potential for Government Benefits: Depending on your state, using E-verify may make you eligible for certain government contracts, grants, or other incentives. Integration with HR Systems: E-verify can seamlessly integrate with existing human resources (HR) systems, allowing employers to streamline onboarding and maintain comprehensive employee records. Integration with HR systems enables employers