Here at the Law Office of Vincent Miletti, Esq. and the home of the #UnusuallyMotivated movement, we take pride as a resilient and dependable legal services firm, providing such services in both a traditional and online, web-based environment. With mastered specialization in areas such as Employment and Labor Law, Intellectual Property (IP) (trademark, copyright, patent), Entertainment Law, and e-Commerce (Supply Chain, Distribution, Fulfillment, Standard Legal & Regulatory), we provide a range of legal services including, but not limited to traditional legal representation (litigation, mediation, arbitration, opinion letters and advisory), non-litigated business legal representation and legal counsel, and unique, online legal services such as smart forms, mobile training, legal marketing and development.

Still, here at Miletti Law®, we feel obligated to enlighten, educate, and create awareness, free of charge, about how these issues and many others affect our unusually motivated® readers and/or their businesses. Accordingly, to achieve this goal, we have committed ourselves to creating authoritative, trustworthy, & distinctive content. Usually, this content is featured as videos posted on our YouTube Channel https://www.youtube.com/channel/UCtvUryqkkMAJLwrLu2BBt6w and blogs that are published on our website WWW.MILETTILAW.COM. With that, the ball is in your court and you have an effortless obligation to subscribe to the channel and sign up for the Newsletter on the website, which encompasses the best way to ensure that you stay in the loop and feel the positive impact of the knowledge bombs that we drop here!

As the authoritative force in Employment Law, it only seemed right to introduce one of the many upcoming series in which we introduce a variety of topics that looks to educate and deliver in a manner that only Miletti Law® can. To that end, this blog is Part III of our series on “Key Considerations for Business Immigration Sponsorship.” As a legal firm specializing in, among other legal areas, Employment and Labor Law, we have been creating a diverse but focused range of content to educate, train, keep you informed, and ensure that you, our unusually motivated® readers, stay ahead of the game in matters related to the labor law. Again, this is the primary reason we have dedicated a good percentage of our blogs to looking at every nook and cranny of Employment and Labor Law.

In Part II of this series, we hammered on key issues related to employment-based sponsorship for immigrant (permanent resident) and non-immigrant status, employment verification, and accompanying children and spouse. Just as a reminder, one key thing we noted is that foreign workers may be sponsored for U.S. employment under two visa plans – (1) an immigrant visa status that provides permanent work and residency authorization in the country or (2) a non-immigrant work-authorized visa status through which a time-limited authorization to reside and work in the country is typically provided.

With that in mind, it is important for our unusually motivated® readers and employers (who wish to sponsor foreign nationals for employment in the U.S.) to be aware of the government agencies that oversee the issuance of visas. In this regard, this blog is titled “Government Agencies Tasked with the Duty of Issuing Visas” and is a review of those government agencies that are tasked with the responsibility of overseeing the issuance of visas, particularly in the context of employment-based sponsorship.

Government Agencies Tasked with the Duty of Issuing Visas

The following are key government agencies tasked with the duty and responsibility of overseeing the issuance of visas.

  • U.S. Immigration & Customs Enforcement (ICE) – with a stated mission of protecting the U.S. from illegal immigration and cross-border crime that threaten public safety and national security, ICE is a bureau within the Department of Homeland Security (DHS) and usually oversees employment authorization verification and enforces compliance with visa admission and sponsorship obligations.
  • U.S. Department of Labor (DOL) – as an executive branch of the federal government, the DOL is tasked with the responsibility of overseeing various training and employment obligations of visa sponsors, certifying offered jobs as eligible for sponsorship, and wage requirements.
  • U.S. Customs & Border Protection (CBP) – as another bureau within the Department of Homeland Security (DHS), CBP is tasked with the duty of administering admission and inspection at U.S. entry ports and preclearance locations outside the country.
  • U.S. Department of State (DOS) – as another branch of the federal government, the DOS is tasked with the responsibility of operating and managing the network of U.S. global embassies and consulates that are involved with the issuance of visas for permanent residency, employment, and travel.
  • U.S. Citizenship & Immigration Services (USCIS) – lastly, as another bureau within the Department of Homeland Security (DHS), USCIS is tasked with adjudicating petitions for various classifications of non-immigrant and immigrant visas.

In Part IV of this series, we will move this discussion forward by hammering on “Classifications of Visas for Employment Immigration Sponsorship,” another key issue for employers involved with business and employment-based immigration sponsorship.

In the meantime, stay tuned for more legal guidance, training, and education. In the interim, if there are any questions or comments, please let us know at the Contact Us page!

Always rising above the bar,

Isaac T.,

Legal Writer & Author.