A: Yes. We strongly advise making a written request to USCIS to revoke the H-1B approval for the affected employee. If the employer does not notify USCIS and the termination is not clearly documented, the company may expose itself to back pay liabilities.
A: It depends. The employer can delay the effective termination date by putting the employees in "on-call" status during the two-month period. This allows the H-1B employee to remain in valid H-1B status until the end of the two-month period. However, to guard against the DOL's benching provision, the employer must provide full benefits to such employees. If this strategy is being utilized, the pay should not be termed "severance pay" as that would indicate that the employment relationship has already been severed and thus the worker is not truly "on-call."
A: Yes. If the employer terminates the employment relationship prior to the end of the validity of the H-1B, it is responsible for the employee's reasonable cost of return transportation. This obligation does not apply to dependents of the employee and the company is not responsible for other relocation expenses such as moving costs. Since some laid off H-1B workers may choose to remain in the U.S. and seek other employment opportunities, an employer can tell the terminated employees that they may use the company travel account to book a single on-way ticket instead of giving the employee money. The company does not have to ensure that the employee actually leaves the U.S.
A: Approved labor certifications belong to the employer but is specific to the employee/beneficiary it was applied for. Therefore, if there is no longer an intent to employ the original beneficiary, the labor certification becomes useless. Substitution of a different beneficiary into the approved Labor Certifications is no longer allowed.
A: If the approved I-140 is not withdrawn, the laid off employee can retain his/her priority date for a future employment-based I-140 Immigrant Petition.