Read it.
Use it.
Focused guides for the questions that need more than a quick answer. Each includes a worksheet to prepare your next conversation.
Guides for your next decision.
Build a TN employer evidence brief before drafting the letter
Read & prepare Applicant planningKeep an L-1A new-office record from approval to extension
Read & prepare Applicant planningCompare the E-2 evidence for a startup and a business purchase
Read & prepare U.S. destination planningCanadian RN planning for New York State
Read & prepare U.S. destination planningCanadian RN planning for California
Read & prepareSeven decisions, answered before you prepare.
Explain the technical writer’s responsibilities beyond the finished manual
A hypothetical Leduc technical writer should connect work samples with the proposed assignment. A manual can demonstrate technical content without establishing the applicant’s contribution, full duty set or qualification.
Identify the technical subject, intended user and responsibility for researching, writing or revising the publication. Distinguish source engineering material and other contributors’ work. Explain any marketing or sales duties in the real offer rather than assuming all writing for the same product falls within the same profession.
WHAT THIS GUIDE COVERS
- Describe the document and the applicant’s contribution
- Apply the listed education and experience route
- Identify the actual professional arrangement
Do not schedule TN work around citizenship expected but not yet held
A Leduc permanent resident of Canada may have a prospective U.S. writing assignment and a separate citizenship process. Identify citizenship actually held before making the work plan depend on a hoped-for grant or document date.
TN requires Canadian or Mexican citizenship. Canadian permanent residence alone does not meet that condition. If the applicant already has Mexican citizenship, assess that actual fact rather than assuming Canadian citizenship is the only possible basis. Citizenship already held but requiring proof is different from a future grant; establish the real situation without guessing from a residence card.
WHAT THIS GUIDE COVERS
- Separate current citizenship from a future expectation
- Keep the employer’s timetable conditional on the facts
- Assess a genuine alternative rather than relabelling the same offer
Show which acquisition rights pass at each payment stage
A hypothetical Leduc buyer paying for a business over time should explain the actual investment commitment and authority. The agreement’s stages may affect different facts, and no single deposit receipt necessarily answers them all.
Identify the amount, recipient, release conditions and operating rights associated with each stage. Keep promised future terms distinct from rights already effective. Do not assume that all staged structures fail or that a first payment means the full purchase price is committed as qualifying capital.
WHAT THIS GUIDE COVERS
- Create a transaction chronology from the executed terms
- Read control and treaty nationality separately
- Apply the investment and enterprise requirements
Determine whether the qualifying U.S. organization is new, not merely its address
A hypothetical Leduc group may open another U.S. location while already conducting business elsewhere. The L-1 new-office assessment should identify the actual qualifying organization and its operating history before assigning the one-year framework from a new lease alone.
The new-office definition concerns a qualifying U.S. organization doing business for less than one year. Identify the entity, qualifying corporate relationship and actual activity. A new brand, street address or customer site does not by itself determine the issue, and a registration document alone does not prove operating history.
WHAT THIS GUIDE COVERS
- Establish the relevant organization and activity
- Apply L-1A conditions when the office is new
- Use the distinct L-1B showing where appropriate
- Keep the remaining transfer conditions intact
Distinguish a vendor relationship from a qualifying employer relationship
A Leduc platform specialist may be offered work through a vendor, customer or related group company. Identify the real employer and corporate relationship before comparing L-1B with an E-2 employee proposal.
L-1 requires qualifying parent, subsidiary, affiliate or branch organizations and the required foreign employment and continuing business. A supplier agreement or shared software platform does not itself establish that relationship. The L-1B role also needs special product knowledge or advanced organizational-process knowledge; an external certification is not a substitute for the full showing. Establish one continuous full-time qualifying year abroad within the relevant preceding three years; ordinary foreign work can be managerial, executive or specialized knowledge, while the U.S. duties must fit the requested L classification.
WHAT THIS GUIDE COVERS
- Test the intercompany transfer facts
- Test an E-2 employee proposal on its own basis
- Keep an investor proposal distinct from employment
- Use the actual contract and work location
Identify whether the spouse’s editing is work for a business
A Leduc household may plan a principal’s technical-writing assignment and a spouse’s editorial services. Describe the actual clients, work and location before calling all assistance a private family activity.
An eligible spouse and unmarried children under 21 may qualify for the relevant dependent category. TD permits study but does not authorize employment. Qualifying E and L spouses may work incident to valid status with appropriate evidence, while children do not receive that spouse authorization. Do not carry the rule from one category into another. Eligible TD, E and L dependents may study while maintaining their status; school enrolment does not extend that status, and immigrant CSPA rules do not extend temporary dependent eligibility.
WHAT THIS GUIDE COVERS
- Match each person to the actual dependent classification
- Describe ongoing client services honestly
- Check status evidence rather than employer intention
- Separate current activities from future immigrant plans
Compare an enterprise-expansion theory with the official government gift
A hypothetical Leduc applicant may review an EB-5 proposal based on an existing business’s expansion while also considering Gold Card. Identify the actual statutory route and transaction instead of assuming that a growing business and a large payment produce the same immigration result.
Where the regulatory expansion route is used, the relevant change is at least 40% in net worth or employees, reaching at least 140% of the pre-expansion level; this is not a universal growth requirement for every case. Current general capital thresholds are US$1,050,000 or US$800,000 for a qualifying targeted employment area or infrastructure project, with statutory adjustments beginning January 1, 2027. Lawful at-risk capital, at least ten qualifying permanent full-time jobs per investor and managerial or policy engagement remain necessary.
WHAT THIS GUIDE COVERS
- Examine the EB-5 enterprise and investor requirements
- Read the Gold Card payment and eligibility terms
- Preserve evidence and the later milestones