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Contact ISSS if there will be any changes to your H-1B Employment including, but not limited to, changes in salary, job title/rank, job duties, work sites (including your home address).
ISSS Staff Contact
ISSS Staff Contact Email
ISSS Staff Contact Phone #
Temple University (Main Campus & Professional Schools)
TU Health System/Hospital/Fox Chase Cancer Center
Click here for Frequently Asked Questions regarding H-1B Status
Read more about Recapturing Time Spent Outside the US, Resetting the H-1B Clock and H-1B Extensions Past the Six Year Maximum Base on Green Card applications here
H-1B Employees are entitled to any leave that would be permitted for anyone else who holds the same job title as the H-1B employee. Click here for more information.
H-1B Employees should forward documentation from HR regarding your planned leave to ISSS so that we may add it into your file.
20 CFR 655.731(c)(7)(ii)
(ii) Circumstances where wages need not be paid. If an H-1B nonimmigrant experiences a period of nonproductive status due to conditions unrelated to employment which take the nonimmigrant away from his/her duties at his/her voluntary request and convenience (e.g., touring the U.S., caring for ill relative) or render the nonimmigrant unable to work (e.g., maternity leave, automobile accident which temporarily incapacitates the nonimmigrant), then the employer shall not be obligated to pay the required wage rate during that period, provided that such period is not subject to payment under the employer's benefit plan or other statutes such as the Family and Medical Leave Act (29 U.S.C. 2601 et seq.) or the Americans with Disabilities Act (42 U.S.C. 12101 et seq.). Payment need not be made if there has been a bona fide termination of the employment relationship. DHS regulations require the employer to notify the DHS that the employment relationship has been terminated so that the petition is canceled (8 CFR 214.2(h)(11)), and require the employer to provide the employee with payment for transportation home under certain circumstances (8 CFR 214.2(h)(4)(iii)(E)).
To satisfy the rule, the nonproductive status must meet each of the following conditions:
Even though payment of wages might not be required in certain circumstances for LCA purposes, the underlying circumstances may still impact the alien's immigration status. In an INS-AILA liaison meeting, for example, INS said that H-1B employees are entitled to the same leave as other employees under the Family Leave Act or internal employer maternity or parental leave policies, and that an H-1B employee taking such leave would not violate his or her status, provided that he or she does not take more leave than is usually allowed other employees. INS told AILA that in an H to H transfer case "a letter from the employer regarding the fact that the individual remains employed but is on maternity or parental leave would be considered sufficient" evidence to show that the individual was still employed, but on authorized leave.
It is imperative that Hiring Departments contact ISSS AS SOON AS THEY KNOW that an H-1B position will end, either through voluntary or involuntary means.
Employment terminated by the Employee:
If an H-1B worker voluntarily terminates his or her employment, an employer is not liable for the cost of return transportation abroad [8 C.F.R. 214.2(h)(4)(iii)(E)]. The employee should depart the United States on the final day of employment with the sponsoring employer, unless he or she has secured H-1B sponsorship of another employer or otherwise changed immigration status. There is a discretionary 60 day grace period, but employee should be aware that this grace period is not automatic.
Employment terminated by the employer:
If the employer dismisses the H-1B worker prior to the end of the period of authorized employment, the employer must present a check to the employee equivalent to the reasonable costs of return transportation to the alien's last place of foreign residence. Dismissal for any reason, even for cause, triggers this provision. INA 214(c)(5)(A); 8 C.F.R. 214.2(h)(4)(iii)(E)
Steps To Be Taken Once Department notifies ISSS that an individual’s employment will be terminated:
Find out more about the 60 Day Grace Period here.
You must notify USCIS with any home address/name changes with Form AR-11.
Once an H-1B worker is in the U.S., he or she may decide to change employers. This is sometimes referred to as a "transfer" or "sequential employment." Click here for more information.
Click here for an explanation of H-1B Portability
Read about Incidental Employment here.
H-1B Status has "Dual Intent". This means that you can hold H-1B status (nonimmigrant status) and still apply for a green card (immigrant status).
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Contact ISSS immediately if you have been arrested as there can be serious immigration consequences.
Click here for information on Visa Overstay and Unlawful Presence
ISSS maintains a list of referred immigration attorneys.
All H-1B Workers are subject to USCIS Fraud Detection Unit Site Visits.