A Band 7 worker at a large multinational corporation just hit a snag. The work is reliable, the job is good, but the visa? That’s where it gets messy. Comapny policy dictates only Band 4 and higher are sponsored for H1B, and there isn’t a viable way to get there before the current authorization on the job runs out in 2027.
Meetings with the manager have been positive but policy is policy. HR got involved, and there was a meeting with the Senior Director on the horizon. There’s probably some chance of something being hammered out, but no guarantees. Exceptions have previously occurred, yet three months as an employee aren’t sufficient for a strong enough case to justify making one an exception.
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The case is not isolated one. A lot of highly qualified professionals in the U.S. are facing the same predicament—excelling in their jobs, but not knowing if they’ll be permitted to remain. Some succeed in persuading employers to make exceptions, others seek relocations to Canada or Mexico to continue their professional lives. And then there is the most challenging aylternative–finding a new employer who will sponsor.
Big companies tend to have strict policies, but policies are nto necessarily set in stone. If HR can see sufficient business value, sponsorship may still be an option. A solidly prepared case with alternative solutions may make a difference.
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Aside from this one instance, the broader problem persists. The H1B program encourages higholy trained employees to walk on eggshellls, with long-term career planning being all but impossible. Until the policies change, the best option is to remain proactive, seek out every option, and prepare for whatever lies ahead.
