Immigration Law and Corporate Transactions American Bar Association – 28 August 2007 Greg Siskind –  Siskind Susser Bland,...
General Considerations <ul><li>US and states have dramatically stepped up enforcement – criminal and civil penalties </li>...
The Disconnect <ul><li>Most large firms lack immigration departments and even when they do, the corporate department doesn...
Basic Discussion <ul><li>Non-Immigrant Visas (F-1 trainees, H-1B, L, E, TN) </li></ul><ul><li>Immigrant visas </li></ul><u...
Important Issues <ul><li>How is the deal structured? </li></ul><ul><ul><li>A merger or spin-off where employees will have ...
Non-Immigrant Visas – H-1Bs <ul><li>H-1Bs – used to be that new EIN meant new LCA which meant new H-1B petition; now it is...
TN Visas <ul><li>No LCAs so basic successor in interest analysis applies.  </li></ul><ul><li>Nationality of employee key, ...
L Visas <ul><li>Does qualifying relationship still exist? If you go through same corporate analysis, are there two qualify...
E visas <ul><li>Has nationality changed? </li></ul><ul><li>Is there a treaty?  </li></ul><ul><li>May need to transfer to H...
NIV remedies <ul><li>File transfers prior to closing </li></ul><ul><li>File amendments after </li></ul><ul><li>Transfer to...
Green cards - PERM <ul><li>Visa Bulletin mess – long waits </li></ul><ul><li>Three steps to green card – PERM (recruiting,...
Green cards – Multinational Transfers <ul><li>Same analysis as the L-1 </li></ul><ul><li>May want to lease employees </li>...
I-9s <ul><li>If successor in interest, I-9s remain valid </li></ul><ul><li>If not, all I-9s must be re-completed at date o...
Name Changes <ul><li>No need to re-petition </li></ul><ul><li>Either file amendments or note when case is extended </li></ul>
Due Diligence <ul><li>Should be part of every transaction </li></ul><ul><li>Should have an inventory of all workers on vis...
Upcoming SlideShare
Loading in …5
×

Immigration Consequences of Mergers and Acquisitions

2,593 views

Published on

Presentation by Greg Siskind to American Bar Association - 28 AUG 2007

Published in: Economy & Finance, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
2,593
On SlideShare
0
From Embeds
0
Number of Embeds
34
Actions
Shares
0
Downloads
54
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Immigration Consequences of Mergers and Acquisitions

  1. 1. Immigration Law and Corporate Transactions American Bar Association – 28 August 2007 Greg Siskind – Siskind Susser Bland, P.C. [email_address]
  2. 2. General Considerations <ul><li>US and states have dramatically stepped up enforcement – criminal and civil penalties </li></ul><ul><ul><li>I-9 investigations </li></ul></ul><ul><ul><li>States – loss of access to government contracts; loss of business license </li></ul></ul><ul><li>litigation exposure if you render workers out of status </li></ul><ul><li>Serious PR problems </li></ul><ul><li>The Wal-mart contract </li></ul>
  3. 3. The Disconnect <ul><li>Most large firms lack immigration departments and even when they do, the corporate department doesn’t talk to them </li></ul><ul><li>Even if they have an immigration department, chances are the immigration lawyers lack a corporate background to even understand why they’re counsel is needed </li></ul><ul><li>Vast majority of transactions have no immigration due diligence or boilerplate language to protect client. </li></ul>
  4. 4. Basic Discussion <ul><li>Non-Immigrant Visas (F-1 trainees, H-1B, L, E, TN) </li></ul><ul><li>Immigrant visas </li></ul><ul><li>I-9s </li></ul><ul><li>Generally speaking, the question will be whether there is a successor in interest situation; if yes, re-filing of visas may be less, but important to check for compliance of prior company </li></ul>
  5. 5. Important Issues <ul><li>How is the deal structured? </li></ul><ul><ul><li>A merger or spin-off where employees will have a new employer with a different TIN </li></ul></ul><ul><ul><li>A stock purchase where the acquired company remains a separate corporation with its existing TIN </li></ul></ul><ul><ul><li>An asset acquisition where no liabilities are being assumed </li></ul></ul><ul><li>What are the timing consideration? </li></ul><ul><ul><li>Is there time to file new petitions? </li></ul></ul><ul><ul><li>Are employees going to suffer adverse immigration consequences as a result of timing? </li></ul></ul><ul><ul><li>Can you defer immigration paperwork until after closing? </li></ul></ul><ul><li>Convenience of not having to refile versus risk of assuming liabilities associated with prior filings </li></ul><ul><li>Employee leasing? </li></ul>
  6. 6. Non-Immigrant Visas – H-1Bs <ul><li>H-1Bs – used to be that new EIN meant new LCA which meant new H-1B petition; now it is enough to assume immigration liabilities and annotate public access file; but you may not want to assume liabilities and would want to transfer prior to closing </li></ul><ul><li>Material changes in employee’s duties and job requirements and the relocation of the employee may also require a new LCA. So a consolidation of operations resulting in relocations could trigger a later need to make changes. </li></ul><ul><li>Fees for H-1Bs can be hefty so not having to refile can be a big saver </li></ul><ul><li>Layoffs may be barred if employer is dependent; need to recalculate to see if company is dependent based on number of H-1B employees in new entity versus total number of employees </li></ul><ul><li>Continuing to document ability to pay </li></ul>
  7. 7. TN Visas <ul><li>No LCAs so basic successor in interest analysis applies. </li></ul><ul><li>Nationality of employee key, not company </li></ul>
  8. 8. L Visas <ul><li>Does qualifying relationship still exist? If you go through same corporate analysis, are there two qualifying entities? </li></ul><ul><li>Original foreign entity need not be surviving for L-1 to continue qualifying </li></ul><ul><li>Might still need to amend if there are major changes </li></ul><ul><li>Will want to add new entities to blanket L; then employees can transfer without amending petitions </li></ul>
  9. 9. E visas <ul><li>Has nationality changed? </li></ul><ul><li>Is there a treaty? </li></ul><ul><li>May need to transfer to H-1B or L? </li></ul><ul><li>E-3s </li></ul>
  10. 10. NIV remedies <ul><li>File transfers prior to closing </li></ul><ul><li>File amendments after </li></ul><ul><li>Transfer to other visa categories </li></ul><ul><li>Start green card processing </li></ul><ul><li>Spin off employee leasing company to retain employees until they can be transferred. </li></ul>
  11. 11. Green cards - PERM <ul><li>Visa Bulletin mess – long waits </li></ul><ul><li>Three steps to green card – PERM (recruiting, I-140, adjustment) </li></ul><ul><li>PERM – liberal notion of successor in interest </li></ul><ul><li>USCIS tougher on I-140s; new employer triggers need for new I-140 </li></ul><ul><li>Adjustment - portability </li></ul>
  12. 12. Green cards – Multinational Transfers <ul><li>Same analysis as the L-1 </li></ul><ul><li>May want to lease employees </li></ul><ul><li>Check for adjustment portability </li></ul>
  13. 13. I-9s <ul><li>If successor in interest, I-9s remain valid </li></ul><ul><li>If not, all I-9s must be re-completed at date of closing </li></ul>
  14. 14. Name Changes <ul><li>No need to re-petition </li></ul><ul><li>Either file amendments or note when case is extended </li></ul>
  15. 15. Due Diligence <ul><li>Should be part of every transaction </li></ul><ul><li>Should have an inventory of all workers on visas to see whether company has history of compliance, what visas need to transfer prior to closing and which shortly after closing </li></ul><ul><li>Boilerplate </li></ul>

×