Working in the US after a J1 visa I can have a 6-months J1 visa to work in the US and I'm wondering how I could stay working in the US after the visa expires. On http://j1visa.state.gov/basics/common-questions/ it says: My visa has expired during the program. What do I do? If your visa has expired and you do not plan to travel outside of the U.S., you do not need to renew the visa. So, is it legal to stay in the US after the visa expires? Also, what about my girlfriend, could see come too?
According to the Common Questions you have 30 days to leave the country after your program is over. However, this implies that you may not work unless you have obtained an extension to your program. The answer that you quote seems to mean that if your visa expires but the original program is still continuing, then you can stay. Otherwise you have to leave within 30 days. Can I participate in another J1 program after finishing my current program? Your current J-1 visa is ONLY applicable for your current J-1 exchange program and under your current program sponsor. Upon completion of your current J-1 program, you are expected to depart the United States. If you intend to pursue a 2nd J-1 exchange program (in a different category and with a different J-1 sponsor), you will need to apply for a new J-1 visa for your new exchange program and new J-1 sponsor – in order to reenter the U.S. for the 2nd program. How long before my J-1 program starts can I arrive in the United States? How long can I remain after my program ends? You may not arrive more than 30 days before the program start date shown on your DS-2019. Upon completion of your exchange program, you have a grace period of 30 days to depart the United States. The remainder of the answer that you quote is relevant. Your sponsor is responsible for assisting and advising you on all matters relating to your J-1 program, including authorizing travel outside of the U.S. and ensuring that your J-1 non-immigrant documents are valid at all times.
When can I re-apply for the citizenship, there is no date mentioned on the letter received. You can reapply as soon as you meet the criteria. If you don't move again to another state or USCIS district, and if you don't spend so much time outside the US that you fail to meet the physical presence requirement, then you can reapply on the three-month anniversary of your move to your current place of residence. The criteria are available at USCIS's Naturalization Information page: Naturalization Eligibility Requirements Before an individual applies for naturalization, he or she must meet a few requirements. Depending on the individual’s situation, there are different requirements that may apply. General requirements for naturalization are below. Be at least 18 years old at the time of filing Form N-400, Application for Naturalization. Be a permanent resident (have a “Green Card”) for at least 5 years. Show that you have lived for at least 3 months in the state or USCIS district where you apply. Demonstrate continuous residence in the United States for at least 5 years immediately preceding the date of filing Form N-400. Show that you have been physically present in the United States for at least 30 months out of the 5 years immediately preceding the date of filing Form N-400. Be able to read, write, and speak basic English. Have a basic understanding of U.S. history and government (civics). Be a person of good moral character. Demonstrate an attachment to the principles and ideals of the U.S. Constitution.
There is a general common law doctrine of contract interpretation which tells us that ambiguities are construed against the drafter. In your case, had the employer intended to require two years of work (or else reimbursement back to them) they could have explicitly stated this. The fact is, the contract is written as it is for a reason, likely to entice you to accept the offer of employment. They softballed the requirements to get you to take the job and now they are trying to play hardball. I would hope that a court would find this and tell the employer to think about these clauses next time. The fact is, after a deal goes south is a bad time for an employer to start explaining what these terms mean. You have fulfilled your half of the bargain. If the facts are as you say they are then you satisfied the "best of my ability" condition. Another problem you might have is if the employer does not take you to court but instead continues to make threats, maybe sends a collections agency after you. In that case you will need to get an injunction to stop the employer. In other words, get a court to state that you do not owe them any money and enjoin them from continuing to as if you do. EDIT: as a commenter mentioned, a contract may explicitly provide that ambiguous terms will not be construed against either party.
It is not illegal to treat the employees differently. As long as nobody is being paid for less than the time worked, this is legal. Treating employees differently because of protected characteristics is unlawful discrimination. However, the duration you have worked there is not a protected characteristic. It is perfectly legal for the employer not to mandate new employees clock in and out. It would even be legal (if not a great idea) to hire new employees for twice as much.
You need to be very clear with B that you intend to continue to operate A. You need to be clear whether you are to be an actual employee of B, or a hired contractor for B. If an employee, you need to agree with B how much time you can devote to A while employed by B, or to put it another way, how much time (per day, week or whatever) you are expected to devote to B before doing stuff for A. Are there to be restrictions, such as a ban on your doing things for A while at B's worksite? Above all, you need to agree on who owns what rights to both the existing A code, and any new code will be held by you, and what rights will be held by B. All the above should be in a written agreement, and you would be wise to have a lawyer draft or at least review the language. If B will not agree to this, you will have a choice to make: put A on hold while working for B, or not accept B's offer. Do not lie to B about what you are doing with A. Oh, and if you had any sort of non-compete agreement at the job you quit four months ago (let's call them C) be sure that you comply with it, or are prepared to fight it. If there is any question, this is another area where you would do well to consult a lawyer. Many non-compete agreements claim more than local law allows, and are not enforceable. Many others are very much enforceable. It depends on the wording of the agreement, and the provisions of the law where you are located. Also, do not use any confidential data from C without C's written permission.
I think that the plain meaning points to (1). The &quot;other than an alien lawfully admitted for permanent residence&quot; modifies who &quot;is admissible&quot;, in the present tense, i.e. at the time of seeking admission. It doesn't modify the departure. Also, if it were (2), there would be weird issues like, if the departure doesn't count as a departure for the purposes of this section, then what about the unlawful presence? Does it stay accrued until a future departure, or does it just get wiped clean with no consequences? If it stays accrued, then in some cases it may be worse than interpretation (1), because interpretation (1) starts the 10-year period earlier while it doesn't affect you while you are a permanent resident, so that if you lose your permanent residency in the future the ban will be over earlier. The only case I know where a departure doesn't count as a departure for the purposes of this ban is when you leave on a grant of Advance Parole, as ruled by the BIA decision in Matter of Arrabally. But the reasoning in that case was that Advance Parole was specifically granted to allow the person to travel abroad an preserve their eligibility for Adjustment of Status, which a ban would defeat. But this reasoning wouldn't really apply to the case in this question, because permanent residency isn't specifically granted for travel abroad, and a returning permanent resident isn't subject to this ban anyway, so interpreting it as a departure doesn't defeat the maintenance of permanent residency. The issue you are asking about is rare. In most cases, when people become permanent residents, they stay permanent residents or naturalize to become US citizens, in which case they do not have to worry about this ban after becoming permanent residents. Only if they lose permanent residency would this question come up. I am not aware of any guidance or case law regarding this case.
You are entitled to at least see, and probably get a copy of, any document you sign. If you insist, they will have to show you or give you a copy. It may well be that they are supposed to give you a copy even if you do not ask. But if you are going to insist, allow a bit of extra time at such appointments. If they describe the document, even in rather general terms, your signature is probably binding, unless they have significantly misrepresented the document. If they tell you it is consent to be treated and it is actually an agreement to purchase a timeshare, that would be fraud and the document would not be valid, but that would be very unlikely. There might be some provision that you do not like, but such agreements are usually fairly standard, and also usually not very negotiable if you want service at that office. Still, it is better practice to at least look over and get a copy of any document you agree to.
As the comment by Ron Beyer mentions when a company wants to impose such restrictions they are normally done through non-compete, non-solicitation, and non-disclosure agreements, as well as via trade secret law. Note the word &quot;agreements&quot;. &quot;Restrictions on working in the field&quot; are simply a form of non-compete agreements. A company cannot, legally, simply impose such agreements on its employees. It can require an employee to sign such an agreement as a condition of employment, and it can often require such an agreement from a departing employee as a condition of a severance payment. Exactly what is covered by such an agreement depends on its terms, and those vary widely. In most US states there are limits on the scope and duration of such an agreement. In some states the restrictions can be broad and of fairly long duration, in others they must be narrow and of fairly short duration. An agreement that goes beyond a given state's limits will not be enforceable in court, if the defendant brings that fact up. Trade secret law can prevent an employee from disclosing the trade secrets of a former employer to a new employer, or indeed to anyone else. But that does not prevent a former employee from getting a new job in the field, as long as the employee does not disclose any trade secrets. If an employee has signed, or is asked to sign, such an agreement, it is a good idea to consult a lawyer with employment law experience. If the state is known, I could edit this answer to include the limits, if any, on such agreements in that state.