Español
Northeast Florida runs on talent from around the world. From Jacksonville’s logistics and fintech corridors to healthcare, defense, and the farms of St. Johns and Nassau counties, employers need skilled people, and skilled people need the right to work. The obstacle between the two is almost always the same: U.S. work visas are technical, deadline-driven, and unforgiving of small mistakes.
There are really two questions to answer. Do you need temporary authorization to work here now, or a permanent path through an employment green card? The answer shapes everything that follows, from which form you file to how long it takes and who has to sponsor whom.
At Weldon Law Group, PLLC, we work with both sides of that equation, the foreign professional trying to build a career here and the employer trying to hire and keep them. Our goal is simple: choose the category that actually fits, file it correctly, and protect your status once you have it.
Temporary, or nonimmigrant, work visas let you live and work in the United States for a defined period and purpose, usually tied to a specific employer. Which one fits depends on your profession, your qualifications, and your employer’s needs.
The H-1B is the best-known work visa, designed for specialty occupations that require at least a bachelor’s degree in a specific field. The employer is the sponsor and must file Form I-129 along with a Labor Condition Application confirming the required wage.
The H-1B is capped each year, and demand far exceeds supply, so most cases must first be selected in an annual electronic registration and lottery held each spring. Recent changes have made this even more important to plan for, including a shift toward wage-weighted selection, which gives higher-paid positions better odds, and a substantial supplemental fee that currently applies to certain new petitions for workers who must be processed at a consulate abroad. Because these rules are changing and often turn on whether a worker is in or outside the United States, strategy and timing matter more than ever. A major advantage of the H-1B is that it allows dual intent, meaning you can pursue a green card while holding it.
The H-1B is not the only option, and for many workers, it is not the best one:
If you are already in the U.S. as a student, some work options begin there. You can learn more on our student visas page. And if your goal is to invest in or run a business rather than be employed, our investor visas page covers the E-1, E-2, and EB-5 options.
If your goal is to stay for good, the destination is an employment-based green card. These fall into ranked preference categories, and most require your employer to complete a labor certification first.
For most EB-2 and EB-3 cases, the first step is PERM labor certification through the Department of Labor. The employer must test the local job market through required recruitment and a prevailing-wage determination to show that no qualified U.S. worker is available for the role.
Only after PERM is certified does the employer file Form I-140, after which the worker waits for a green card to become available based on their priority date. PERM is detailed and easy to get wrong, and a single misstep in the recruitment steps can force the employer to start over.
Contact us for more information about our services.
For many people, a temporary work visa is the first step toward permanent residency, not the destination. Because the H-1B and several other categories allow dual intent, you can hold your status and pursue a green card at the same time.
The most common path runs from an H-1B, through PERM, to an EB-2 or EB-3 green card. Timing is everything here. Starting the green card process early not only protects your place in line, but it can also let you extend your H-1B beyond the usual six-year limit while your case is pending. Planning that sequence from the beginning is one of the most valuable things a worker and employer can do together, and it is exactly where good counsel pays off.
A strong case is more than a stack of forms. It is the right strategy, clean documentation, and careful attention to deadlines. We work with both sides of the sponsorship relationship.
For workers, we:
For employers, we:
Our region’s economy has its own rhythm, and it should shape your filing timeline. Jacksonville is anchored by logistics, shipbuilding, healthcare, defense, and fintech, while surrounding counties add agriculture and tourism. Each of these sectors has its own hiring peaks, seasonal cycles, federal contract start dates, and academic calendars.
Those local realities matter in practice. An employer may need help with wage levels, job classifications, or recruitment steps that look simple but can derail a PERM case if handled incorrectly. A candidate relocating for a role needs a plan for visas, I-94 expirations, and maintaining status while the case is pending. Aligning your filing with how employers hire and how agencies review cases here is often the difference between waiting and working.
Work visa cases reward preparation and punish guesswork, and the cost of a misstep, a missed cap window, or a botched recruitment step is measured in months. Clients rely on us for:
We work with professionals and employers throughout Jacksonville, Duval County, and the surrounding communities of Northeast Florida.
Your career, or your ability to hire the person you need, should not stall over paperwork. A focused consultation can clarify the right category, the timeline, and the risks, so you can move forward with a plan instead of a guess. Contact Weldon Law Group, PLLC today for a free consultation. Se habla Español.
Question | Answer |
What happens if I’m not selected in the H-1B lottery? | A registration that is not selected cannot move forward that year, but the lottery is not your only option. Depending on your background, an O-1, L-1, or TN visa may fit; some employers, such as universities, are cap-exempt, and strong candidates may qualify to self-petition through EB-1A or an EB-2 NIW. We help you find the route that does not depend on winning a lottery. |
Does the $100,000 H-1B fee apply to me? | It depends on your situation, and the rule is still evolving. As it currently stands, the supplemental fee applies to certain new petitions for workers who must be processed at a consulate abroad, and generally does not apply to those already in the U.S. who qualify for a change of status. Because travel and timing can change the answer, confirm your situation with a lawyer before acting. |
Can I change employers while on a work visa? | Often, yes, but the rules vary by visa. H-1B workers generally have portability that allows a new employer to file and, in many cases, for you to begin work once the petition is filed. Other categories are more closely tied to the sponsoring employer. A change of jobs should always be reviewed before you resign, to protect your status and any pending green card. |
Can my family come with me on a work visa? | Usually. Most work visas allow your spouse and unmarried children under 21 to join you in a dependent status, such as H-4, L-2, or O-3. In some cases, dependents may also be eligible to work. We confirm eligibility and prepare those applications alongside yours. |
Do I need an employer to sponsor me, or can I self-petition? | It depends on the category. Most work visas and green cards require an employer sponsor, but there are important exceptions. EB-1A for extraordinary ability and the EB-2 National Interest Waiver both allow qualifying individuals to self-petition, without a job offer or PERM. We can assess whether you meet those demanding standards. |
Do my company or I need a lawyer for a work visa? | These cases turn on strategy, compliance, and deadlines, and mistakes are expensive for workers and employers alike. A lawyer helps choose the right category, keep employer filings such as the LCA and PERM compliant, manage cap and wage timelines, and respond to government requests, so a fixable issue does not become a denial. |
"*" indicates required fields
