Program was created by Act of Congress in 1990. The primary intent of this employment-based Green Card option is to help U.S. employers find foreign workers who are qualified, available and willing to fill jobs the employers have been unable to fill with U.S. workers from their local job markets. In exchange for receiving and accepting a qualifying job offer from an authorized U.S. employer, the foreign worker and their immediate family members (their spouse and any unmarried children under 21 years of age) will all be able to receive their Green Cards and immigrate on a permanent resident basis to the United States.  And after five years of residence here, they will each be eligible to apply for U.S. citizenship.

EB3 visa is a Third Priority Worker visa that allows three types of workers to go to the US permanently and work there. These groups of workers are:  Skilled workers. Those who have completed at least 2 years of job experience or training. Professionals. Those who can prove that they have a higher educational degree or its equivalent such as a Bachelor’s Degree. Unskilled workers. Those who have less than 2 years of work experience or training. Unskilled workers get the EW-3 visa as explained in the article. The EB3 visa is limited in the number of visas issued per year. Out of the total 140,000 immigrant visas issued for the employment category.

This category is for foreign nationals who perform unskilled labor that requires less than 6 to 24 months of training or experience.

They must have a full-time job offer from a U.S. employer in a position that requires their specific skills.

This category is for foreign nationals with a U.S. bachelor's degree or its foreign equivalent.

They must have a full-time job offer from a U.S. employer in a position that requires a bachelor's degree or higher in a specific field.

Labor Certification (PERM) is generally required.

This category is for foreign nationals with at least two years of job experience or training in a skilled occupation.

They must have a full-time job offer from a U.S. employer in a position that requires their skills or training.

Labor Certification (PERM) is generally required, which involves the employer proving that there are no qualified U.S. workers available for the job.

Category 1: Tax Payment and Financial Stability

• Timely payment of taxes.
• Three to five years of continuous payments with no delays and clearly.
• In LLC companies: Once a year.
• In INC companies: Every three or six months.
• In INC-MNC companies: Every three months.

Category 2: Ability to pay or financial budget:

• Having and proving more than 10 times the annual salary of each employee.
• Keeping hidden capital in the amount of one third of the annual circulating capital.

Category 3: Insurance

• Having employment insurance.
• Having work accident insurance.

Category 4: Payment and Employee Relations

• Payment of wages on time.
• Payment of wages of former employees for more than 5 years continuously.

Category 5: Complaints:

• Having no history of any complaints from any former employees for more than 5 years.

Category 6: Credit and Employee Expertise

• Having more than a 750 credit score.

Category 7: Current employees:

• Having more than 10 American employees.
• Evidence of lack of expertise or experience of existing staff in the United States.
• These categories group the items based on their nature and purpose, making it easier to understand and manage them.

Employers in the United States who wish to hire foreign workers and sponsor them for EB-3 employment-based immigrant visas must go through a multi-step process. The EB-3 visa category is designed for skilled workers, professionals, and other workers. Here are the general requirements for U.S. employers to sponsor foreign employees for EB-3 visas:

Job Offer: The employer must offer a bona fide, permanent, full-time job opportunity to the foreign worker. The job offer should be for a position that falls under one of the three EB-3 subcategories:

• Skilled Workers: Positions requiring at least two years of job experience or training.
• Professionals: Positions requiring a U.S. bachelor's degree or its foreign equivalent.
• Other Workers: Unskilled or low-skilled positions not covered by the first two categories.

Labor Certification (PERM): For most EB-3 applicants, the employer must obtain a Labor Certification from the U.S. Department of Labor (DOL). This process involves demonstrating that there are no qualified U.S. workers available to fill the position, and that hiring a foreign worker will not adversely affect U.S. workers' wages and working conditions. The PERM process can be lengthy and involves specific recruitment steps.

Prevailing Wage:

The employer must agree to pay the foreign worker the prevailing wage for the position based on the geographic location and job category. The prevailing wage is determined by the DOL and is meant to ensure that foreign workers are not hired at lower wages that could undercut the U.S. labor market.

Ability to Pay: 

The employer must also demonstrate the financial ability to pay the offered wage to the foreign worker. This is typically shown through financial statements, tax records, or other relevant documentation.

Job Requirements: 

The job requirements and qualifications must be clearly defined, and they must meet the minimum requirements set by the DOL and USCIS for the specific EB-3 category.

Form I-140 Petition: 

After obtaining the Labor Certification (if required), the employer must file an Immigrant Petition for Alien Worker (Form I-140) with U.S. Citizenship and Immigration Services (USCIS). This petition establishes the foreign worker's eligibility for the EB-3 visa category.

Visa Application: 

Once the Form I-140 petition is approved, The foreign worker, an immigration attorney, or an intermediary company can apply for an EB-3 visa on his/ her behalf at a U.S. embassy or consulate. Alternatively, if the worker is already in the U.S. on a different visa status, they may be able to adjust their status to that of a lawful permanent resident (green card holder) without leaving the country.

Visa Bulletin: 

It's essential for both the employer and the foreign worker to adhere to the specific requirements and timelines associated with the EB-3 visa category. 

Employers in the United States who wish to hire foreign workers and sponsor them for EB-3 employment-based immigrant visas must go through a multi-step process. The EB-3 visa category is designed for skilled workers, professionals, and other workers. Here are the general requirements for U.S. employers to sponsor foreign employees for EB-3 visas:

Job Offer: The employer must offer a bona fide, permanent, full-time job opportunity to the foreign worker. The job offer should be for a position that falls under one of the three EB-3 subcategories:

• Skilled Workers: Positions requiring at least two years of job experience or training.
• Professionals: Positions requiring a U.S. bachelor's degree or its foreign equivalent.
• Other Workers: Unskilled or low-skilled positions not covered by the first two categories.

Labor Certification (PERM): For most EB-3 applicants, the employer must obtain a Labor Certification from the U.S. Department of Labor (DOL). This process involves demonstrating that there are no qualified U.S. workers available to fill the position, and that hiring a foreign worker will not adversely affect U.S. workers' wages and working conditions. The PERM process can be lengthy and involves specific recruitment steps.

Prevailing Wage:

The employer must agree to pay the foreign worker the prevailing wage for the position based on the geographic location and job category. The prevailing wage is determined by the DOL and is meant to ensure that foreign workers are not hired at lower wages that could undercut the U.S. labor market.

Ability to Pay: 

The employer must also demonstrate the financial ability to pay the offered wage to the foreign worker. This is typically shown through financial statements, tax records, or other relevant documentation.

Job Requirements: 

The job requirements and qualifications must be clearly defined, and they must meet the minimum requirements set by the DOL and USCIS for the specific EB-3 category.

Form I-140 Petition: 

After obtaining the Labor Certification (if required), the employer must file an Immigrant Petition for Alien Worker (Form I-140) with U.S. Citizenship and Immigration Services (USCIS). This petition establishes the foreign worker's eligibility for the EB-3 visa category.

Visa Application: 

Once the Form I-140 petition is approved, The foreign worker, an immigration attorney, or an intermediary company can apply for an EB-3 visa on his/ her behalf at a U.S. embassy or consulate. Alternatively, if the worker is already in the U.S. on a different visa status, they may be able to adjust their status to that of a lawful permanent resident (green card holder) without leaving the country.

Visa Bulletin: 

It's essential for both the employer and the foreign worker to adhere to the specific requirements and timelines associated with the EB-3 visa category. 

This category is for foreign nationals with at least two years of job experience or training in a skilled occupation.

They must have a full-time job offer from a U.S. employer in a position that requires their skills or training.

Labor Certification (PERM) is generally required, which involves the employer proving that there are no qualified U.S. workers available for the job.

For unskilled or entry-level workers is one of three sub-categories found within the third-preference employment-based Green Card option. The “EB” in EB-3 stands for “employment based”. The other two sub-categories within the third-preference option are reserved for use by U.S. employers who are seeking either professional workers or highly skilled workers; but both of these immigrant visa options require much greater effort, time and expense on the part of the employer to obtain approval for from the U.S. Department of Labor.  A summary of the EB-3 visa program for unskilled or entry-level workers can be found on the USCIS website at this link:  USCIS (Employment-Based Visas).

A summary of the EB-3 visa program for unskilled workers or entry level can be found on the USCIS website at: USCIS (Employment Visa) Instead,   STL is largest corporation to find multiple workers for some basic or unskilled job positions in their respective companies. as a result, we can help foreign workers in many parts of the United States.

With an EB3 visa, the foreign workers can go to the US, live there permanently and work without having to obtain an Employment Authorization Document (EAD). They can also switch employers and job positions after green card. They get the Green Card and are required to pay all taxes applicable to them. They are also allowed to travel within and outside the US, as well as live in a different state in the US than the one they first moved to.

In order to qualify for the EB3 visa, a foreign worker must prove the following:  That they have a valid and permanent job offer from a US employer. That they have the qualifications to meet the job description in terms of the level of education and job experience. On the other hand, the US employer must also prove the following to qualify for sponsoring a foreign worker for an EB3 visa:  That the employer could not find an available, qualified, or willing US worker for the job position. That the employer is financially stable to pay the foreign worker and can afford to sponsor the worker. 

Getting the labor certification Of the requirements for the US employer to be able to hire the foreign worker is to prove that there were no US employees for the job. This can be done by getting a labor certification from the US Department of Labor (DOL). Additionally, the US employer must prove that they will not discriminate against the foreign worker.  By filing ETA Form 9089 to the DOL, the employer states that there were no available, willing, or qualified US employees to take the job position and that the foreign worker will be paid a prevailing wage for the specific job.  The DOL will process the application and notify the employer and worker of the decision. If approved, the employer gets the labor certification and can move on to the next step to hire the foreign worker. However, if the labor certification is denied, the employer cannot hire the foreign worker and must apply again to the DOL.

In order to get final approval to hire the foreign employee, the US employer must petition to the US Citizenship and Immigration Services. This is done by filing Form I-140, Immigrant Petition for Alien Worker to the USCIS. USCIS will require the employer to attach supporting financial documents such as statements, audits, tax returns and others to evaluate whether they are able to pay the foreign worker and afford additional employees. USCIS evaluates the petition and decides to approve. NVC will then send a package to the foreign worker in any of the categories. The package will contain the case number and invoice ID number which the foreign worker can use for applying. The package will also have instructions on the process of applying. NVC will only send this package when the priority date of the foreign worker becomes current.

Regarding highlighting some parts of your labor certificate; informs that this is done according to the company's policies to protect customer and company protection. Also, it is reminded that the labor certificate documents issued by the Department of Labor (DOL) or USCIS Approvals do not have a signature by back officers (it is a secret protection or clasifiled signature or name), and the confirmations can be followed and received from government websites with a tracking code after USCIS approval. Also as of last legal knowledge update from September 2021, the name of the approving officers and their signature typically do not appear on the actual DOL work approval document (such as an Foreign Employment Authorization Document Notice of Action) for foreign workers issued by U.S. DOL or Citizenship and Immigration Services (USCIS). These documents usually contain information about the applicant, the type of work authorization, validity dates, and any special conditions or restrictions.

The U.S. DOL or Citizenship and Immigration Services (USCIS) approval notices generally do not include the name or signature of the specific officer who reviewed and approved the application.

 foreign worker File Form DS-261, Choice of Address and Agent , After taking all process by the employer, This is an online form which the foreign worker must fill in each section and submit it. The form serves as a visa application for the foreign worker to the US Embassy in their country of residence. When you as the foreign worker submit this form, you will get a confirmation page which you will send to the NVC with your supporting documents.

To move to the US permanently, you must meet the health requirements too. This means that you will have to go through the NVC package and visit a licensed doctor to complete the necessary documents and checkups. If you do not have all the vaccines then you will also need to take them.

Receive the NVC package and travel to the US If your visa is approved, NVC will send you a package. You cannot open this package under any circumstances. When you travel to the US, you must give it to an immigration official at the port of entry. They are the only ones that can open it and decide whether you can enter the US.

ATTENTION

• This package contains important documents related to the applicant and this package will be delivered to you by the embassy officer that you will deliver to the Border Officer as soon as you arrive in the United States (you should not open the package under any circumstances).

If you get the EB3 immigrant visa then your spouse and unmarried children under 21 years old also qualify to join you in the US. For the skilled and professional workers, the spouse qualifies for the E-34 visa, while the children can apply for the E-35 visa.  For unskilled workers, the spouse is eligible for EW-4 visa and the children for EW-5 visa. With these visas, the spouse of an EB3 visa holder can apply for the Employment Authorization Document (EAD) and work in the US after approval.

There are many fees which both the US employer and the foreign worker must pay for the EB3 visa. But STL will pay all the costs.

Yes. In the section you mentioned earlier in the application form.

Yes, under US labor law you will be insured from day one.

All (both sides) applications fees, Attorneys fees, Medical test fees, Training classes fees, Taxes.

This review and approval takes about 3 to 5 days.

Yes, it will pay you $150. USD

• 1. Payment will be made online via the link inserted here: https://smithtradeland.com/online-payment  

• Payments can be by Credit card
•  Master Card
• American Express 
• Cards that are authorized for international payments.  

Payment for foreign applicants to complete the H1B process and also Green Card.  Payment And Help: 

Contact us for more information about cost and fees of service processing. 

We will help you achieve your H1B visa until end of the green card process at the lowest cost.  

Payment Options: Note: 

• We have a payment option,  You can pay in installments.
• Ask STL representatives about installment option.

Price Is Including: All (both sides) applications fees:

• Attorneys fees
• Medical test fees
• Training classes fees, Taxes.

Payment Methods: 

Please note: 

• Payments through other are not accepted,
• Only the official bank account of the company
• By check, Swift Code Transaction,
• Direct deposit
• Over the phone just for partial payments.

In case of non-payment by the applicant, the applicant's case and process will be stopped. In case of non-submission of documents or delay in submitting it, the company will have the right to terminate the contract unilaterally and the amounts paid by the applicant will be used as damages in favor of the company.

The applicant must have sufficient financial resources to start and continue the application process. 

The applicant have to pay half of the contract amount as a deposit at the beginning. 

The applicant will deposit the deposit amount and other amounts to the company's bank account.

The customer will not have the right to terminate the contract in any case. In case of need for termination of the contract by the applicant, the company will be authorized to continue or terminate the contract. In case of any dispute regarding the subject of the contract, the customer will not have the right to refer and request a lawsuit to any of the judicial or disciplinary authorities of the Republic of Turkey.  

Failure to disclose any information regarding any documents or actions submitted by the client or applicant, either prior to or after the contract signing, as well as any parallel actions related to the services requested from the company or changes in the applicant’s immigration status or associated documents, shall result in the unilateral termination of the contract by the company. This includes withholding updated information or concealing relevant details.The plaintiff or client knows and agrees that the dispute resolution body for prosecution or litigation will be the United States Judiciary, and that the client or plaintiff's litigation will only be possible in the United States. The applicant or customer knows and agrees that they will not be able to settle a dispute in any of the other countries and that they will be the United States Civil Court dispute resolution authority.