By Laura Bloniarz, Senior Associate, WR Immigration Whether it’s called downsizing, rightsizing, streamlining, layoff, “redundancies”, reduction in force, off-boarding, force reduction, re-engineering – it’s all the same employment action, and any type of non-voluntary termination of employment at your company has an impact on your company’s immigration program. All of these considerations and more are discussed in the upcoming Dec. 13th WR Immigration webinar, Immigration Planning: Preparing for a Global Recession? Register Here>> How can an employer support their foreign national employees[1] in the wake of layoffs? Termination of employment is always tough, but it is particularly tough for foreign national employees. To the greatest extent possible, we recommend proactive communication with the employer’s immigration counsel to ensure the legal team is prepared to dedicate sufficient resources to timely support consultations for all impacted foreign national employees. For the reasons described in detail below, we recommend offering consultations to both terminated foreign national employees and retained foreign national employees as both experience unique challenges after layoffs. What happens when employment is terminated for a Foreign National employee? As an employer of foreign national employees, it is critical to follow the required obligations for terminating an H-1B worker. The employer has […]